5 Ways to Show Employees You Appreciate Them

5 Ways to Show Employees You Appreciate Them

Thriving businesses tend to have at least one thing in common: Their employees are motivated, engaged and committed to excellence. In part, they push themselves to fulfill their own personal goals, but they also find gratification in knowing they are playing a part in the success of something bigger than themselves — their company.

You can nurture a culture of motivation and commitment in your own business by making it clear to employees that you value what they do. Showing appreciation for their hard work can go a long way in keeping morale high and productivity at its peak. Satisfied employees are more likely to stay with your company, too, and when they share their contentment with the outside world, whether through personal interactions or social media, your company reputation has the potential to soar. That’s good for business and recruitment alike.

How can you show appreciation in a way that’s meaningful to your team? Here are some ideas to help you get started.

Give them opportunities to excel

Acknowledging that an employee is good at their job through regular positive feedback is just one aspect of helping them develop to their fullest. Talk with them about their career goals and offer them development opportunities that align — online or classroom leadership courses/workshops and skills training, for example. You can also demonstrate your respect for their talents and reliability by trusting them to make decisions in their areas of expertise and giving them ownership of stretch assignments that broaden their comfort zone. Be generous with your network, too, connecting high-potential employees with mentors and role models who could make a positive impact on their professional development.

Show them you respect their personal time

No matter how much they may love their work, people want — and deserve — a personal life, too. Studies show again and again that people who work 55+ hours a week are more likely to be depressed, anxious and susceptible to acute and chronic illnesses. Those conditions can negatively affect attendance, performance and morale.

You can show appreciation for your employees by helping them achieve a healthy work-life balance. Don’t expect them to work overtime without compensation or reward, and make sure that at least part of that reward is extra time off when the project ends or the rush wanes. From a broader policy standpoint, if it’s possible given your business model, offer them flexible work hours or a structure that enables them to take time off for family obligations, doctor appointments and mental health breaks.

Also: Don’t underestimate the value of random days or afternoons off. Some companies reward their employees with “Summer Fridays,” for example, closing shop on Friday afternoons or one Friday a month, June through August. If summer is your busy season, maybe “Winter Mondays” would be more appropriate.

Celebrate individual and team achievements

Whether you choose to establish a formal employee recognition program or take a more casual approach, celebrating individual and collective wins is as vital to a culture of appreciation as pay raises and bonuses are. Think of creative ways you can acknowledge hard work, special achievements and milestones to keep your team unified and motivated.

For individual achievements, you can double down on a verbal thank-you with a handwritten note that you can give to them personally or leave on their desk (for remote workers, mail it to their home). If they’re not averse to a little attention, praise their accomplishment in front of their peers or even more broadly through social media. Public praise holds the potential to not only make the recipient feel appreciated but also inspire their coworkers to stay committed to reaching their goals.

If you’re coming off a period of time that has been particularly challenging for the whole team, an in-office luncheon or afternoon outing (think nature walk, barbecue, escape room, mini golf, etc.) gives employees an opportunity to breathe a collective sigh of relief and pat themselves, and one another, on the back for a job well done. Remember to reward them when they’re in the throes of chaotic times, too: Nothing reenergizes tired employees like a free pastry-and-fruit breakfast or a pizza lunch.

You may want to consider celebrating birthdays, work anniversaries and other milestones as well. Ask everyone how they would like to honor these moments so that everyone is on board. And remember: Surprise treats can be a good way to lift spirits any day that feels a little sluggish.

Give them the freedom to give back

People who work full-time may love the idea of volunteering in the community; it’s just hard to find the time. Scheduling paid service days, or volunteer time off (VTO), enables them to do that gratifying work as they build camaraderie with their coworkers. Let employees vote on their favorite nonprofit so you can all collaborate on a meaningful service project for that group, or allow people to choose their own favorite nonprofits and go their own way for the day. Either way, they will appreciate your commitment to helping them fulfill their philanthropic goals.

Welcome their feedback and vision for the company

Want to build a company your employees truly love? Let them put their mark on it. Ask them what would make their company better. In fact, ask them about everything — from policies, procedures and what’s stocked in the breakroom vending machines to ideas for new products, services, marketing campaigns and more — to show them you value their ideas and perspectives. Knowing that your employer cares what you think, listens to your opinions and even incorporates some of your ideas can be the ultimate thank-you.
 

This article is for general information purposes only and is not intended to provide legal, tax, accounting or financial advice. Any reliance on the information herein is solely and exclusively at your own risk and you are urged to do your own independent research. To the extent information herein references an outside resource or Internet site, Dollar Bank is not responsible for information, products or services obtained from outside sources and Dollar Bank will not be liable for any damages that may result from your access to outside resources. As always, please consult your own counsel, accountant, or other advisor regarding your specific situation.