Employee Appreciation Day, observed annually on the first Friday in March, was created as a way for employers across the country and across all industries to recognize their employees.
While organizations should recognize their workers regularly, Employee Appreciation Day, this year on March 6, is a great opportunity for team leaders to acknowledge the contributions of their staff. It goes without saying that jobs can get done without giving employees a pat on the back, but the validation that comes from being told you’ve done well and are valued by your employer goes a long way toward keeping staff morale high, productivity humming, and turnover low.
Why is worker recognition important?
A new survey by staffing firm Robert Half found that 80 percent of U.S. professionals feel appreciated by their manager. How do employees most want to be acknowledged? It’s no surprise that most (54 percent) enjoy being recognized with money, but here’s the lowdown on other rewards:
- 17 percent said a promotion;
- 14 percent said praise from their manager;
- 10 percent said extra time off; and
- 5 percent said a recognition lunch/dinner.
Dozens of studies support the idea that workplace happiness is crucial — not just for employee satisfaction but for organizational success. Feeling appreciated for the work one does is a main contributing factor to workplace happiness. Top performers thrive on being recognized for excellent work and will remain loyal and productive if rewarded for their achievements, explains Jim Jeffers, metro market manager of Robert Half in Madison.
“Small, everyday things, such as giving professionals credit for good ideas, can go a long way toward establishing healthy relationships between managers and employees,” notes Jeffers. “Especially given the current talent-short economy and low unemployment rate, workers have more job options and may leave their employers for greener pastures if they don’t feel valued.”
Another survey by OfficeTeam found that two in three employees (66 percent) said it’s likely they would leave their current position if they didn’t feel appreciated by their manager. On the flip side, says Jeffers, having employee recognition programs can provide a competitive hiring advantage, as candidates often take nonmonetary perks into consideration when assessing job offers.
So, when it comes to giving thanks to colleagues, is it really the thought that counts? In that OfficeTeam survey, employees polled were asked to recount the strangest form of recognition they’ve received at work. Here are some of their responses:
- “A loaf of bread.”
- “A CD of music written and performed by a co-worker.”
- “A custom statuette of me.”
- “Edible flowers.”
- “A large carving of a polar bear.”
- “An expired gift certificate.”
- “A golden key to an executive bathroom that didn’t exist.”
- “Socks.”
- “A misspelled plaque.”
- “A plush toy.”
- “Fresh meat from a hunting trip.”
- “A foam tombstone.”
- “A jacket that was too short with sleeves that were too long.”
- “Grocery coupons.”
- “A $0.03 raise”
Workers were also asked to describe the best form of appreciation a boss or colleague had given them. Their responses included:
- “A handwritten thank-you card from the chief operating officer.”
- “A new car.”
- “Being named employee of the year.”
- “An all-expenses-paid trip to Jamaica.”
- “A donation to a nonprofit in my name.”
- “A message sent to all employees acknowledging my work.”
- “Baseball playoff tickets behind home plate.”
- “A day off.”
- “A fancy watch.”
- “Being flown to corporate headquarters and receiving a plaque.”
- “An awards show-style event.”
- “A large bonus.”
- “Lunch at a private club.”
- “A key stakeholder sent a complimentary email to my supervisor.”
- “A surprise party after completing a task.”
Many of those signs of appreciation may not be realistic for all employers or employees, but it’s also not difficult to do better than the previous list of recognition disasters.
Managers need to make sure they’re providing employee recognition in a meaningful way, says Jeffers. There’s no one-size-fits-all solution, so think about what motivates each individual team member. “Supervisors should take time to discuss which rewards staff find most meaningful during regularly scheduled meetings or performance reviews. Budget limitations may hinder elaborate recognition programs, but that doesn’t mean acknowledgment should stop altogether.”
There are plenty of low-cost or no-cost ideas:
- Say thanks. Regularly acknowledge employees’ great work verbally. Point out how their efforts helped the company or assisted clients and customers.
- Put it in writing. Prepare a handwritten thank-you note or copy senior executives on an email about a worker’s accomplishment.
- Publicize achievements. Feature standout employees in the company newsletter or recognize them at a staff meeting.
- Encourage professional development. Reimburse employees for participation in industry associations and conferences. Give them subscriptions to work-related publications.
- Support continuing education. Offer tuition assistance for courses that will help them in their jobs and subsidize the cost of exams required to attain professional certifications.
How can you get the recognition you deserve?
For workers who want to be acknowledged for their professional contributions, whether through a raise, promotion, or good old-fashioned pat on the back, here are a few tips:
- Even if they aren’t requested, provide your manager weekly project updates. Be specific when describing your accomplishments and the business results.
- Call attention to group successes by sending an email recognizing those who helped and copying relevant managers.
- Keep a folder of professional highlights such as emails praising your work and complimentary notes from managers. Use this information during performance reviews to showcase your achievements.
- During meetings, be willing to share ideas and propose solutions. This will help reduce the possibility of co-workers taking credit for your ideas and demonstrate engagement.
- Take the assignments nobody wants.
- Offer to help teammates. Join a committee at work to help with projects outside of your normal responsibilities.
- Get to know a cross-section of people in your organization outside of your day-to-day contacts by introducing yourself, asking about their responsibilities, and inquiring about upcoming projects where you might be able to help.
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