Six Ways to Show Employees They’re Valued

Employee recruitment, engagement and retention are among the hottest topics in business today – and for good reason. Surveys by Gallup show only 30 per cent of North American employees are engaged at work, while a staggeringly low 13 per cent of employees worldwide are truly engaged.

Gallup research also indicates 70 per cent of employee engagement is influenced by a direct manager, making acknowledgement a significant factor. Here are six recognition tips worth putting into practice.

1. Say thank you, every day. You can’t get much simpler than this. We learned to say ‘thank you’ as children, yet many of us forget to do so as managers. Research shows one of the biggest reasons people stop trying — in any role, including that of a spouse — is because they believe they don’t make a difference. A simple, sincere ‘thank you’ reinforces that an employee’s efforts are noticed and appreciated. People never tire of hearing those two words.

2. Celebrate achievements. Create a culture of celebration by looking for opportunities to recognize both business and personal milestones — a new customer sale, a commitment met, a birthday or an engagement. Whether it’s presenting an award, handing out a plaque, throwing a party or just ordering pizza for the team on Friday, take time to celebrate.

3. Create a special experience. Think of this as a celebration taken to the next level. It could be concert tickets, dinner for two at a local restaurant, or a unique activity or adventure that an employee or team might not otherwise enjoy. The more meaningful and relevant the experience, the more powerful the recognition.

4. Reward and honour significant others. If a work assignment takes a staff member away from their spouse, partner or family for a period of time, make it up to them by giving a gift certificate for a special dinner, a weekend away or another activity that helps make you and your employee a ‘hero’ at home.

5. Promote or assign a new job title. Both recognize an employee’s effective contribution. Just make sure you don’t promote someone to a position they’re not suited or properly trained for. That can become a career ‘death sentence’ rather than a form of recognition or reward. This is a significant problem in many businesses.

6. Give a bonus or raise. This clearly acknowledges effective performance or increased responsibility. Bonuses should always be tied to specific commitments being met or exceeded. For example, most Christmas bonuses are not performance-based and should be called what they really are — a Christmas gift. Beware: A tiny, insignificant raise will feel like an insult rather than recognition.

Donald Cooper has been both a world-class manufacturer and an award-winning retailer. Now a Toronto-based business speaker and management coach, he helps business owners and managers rethink, refocus and re-energize their business to create compelling customer value, clarity of purpose and long-term profitability. Donald can be reached at [email protected].