Employee Appreciation Day: The key to employee engagement

Tips to appreciate employees 

The first Friday of March is Employee Appreciation Day, and while you don’t need a dedicated day to express appreciation for your employees, it’s a great reminder of the importance of doing so.  

Whether you’re a manager, team leader, or business owner, being intentional about appreciating those under your leadership or who you’re in partnership with will go a long way. Keep reading for employee recognition ideas you can start implementing today.

The importance of employee appreciation

Since the pandemic, the need for positive reinforcement among workers has increased, as more employees rediscovered the value of humanness in our work. One study found that 94% of employees who feel appreciated at work love their job. 

This sentiment is reinforced in our own research, which found that a third of employees rank gratitude, recognition, and appreciation as important to their job satisfaction. Conversely, only 24% of employers said they believe appreciation is key to retaining employees. This slight disparity indicates organizations may be underestimating the power of gratitude.  

Appreciation also has a direct impact on employee performance. In the same study, 87% of employees said feeling appreciated positively affected their confidence, and productivity.  

Understanding the significance of recognition in the workplace is the first step. The next? How you do it.

Ideas for Employee Appreciation Day (and every other day)

Employee appreciation can take on many forms, from bonuses and raises to “Employee of the Month” plaques and gift cards to local restaurants. With various options at your disposal, it can be difficult to nail down the most effective ways to say, “Good job.”

We asked nearly 2,000 professionals what they believe recognition at work looks like. Our researched revealed:

• Financial rewards, including bonuses and raises (65%)
• Changes in responsibilities, such as promotions (60%)

If those options are outside of your budget, consider the following:

• Taking them out to lunch
• Gifting them a pre-paid card
• Inviting them to take a day off outside of their PTO

Many managers and employers may be tempted to treat their employees to after-work drinks or an outing outside of work. However well-intentioned, some workers may not appreciate having to give up their free time. That's why it’s important to tailor your efforts to each individual when possible (more on this later).

Praise beyond a paycheck

While financial rewards are most desired, there are other ways to show your thanks. You can recognize their hard work through email, in a meeting, and on social media.

Employees understand you can’t always stretch your budget to show you value them. In our survey, professionals appreciated the following non-monetary forms of gratitude from their employers:

• Praise and acknowledgement (55%)
• Training and upskilling (43%)
• Valuing their opinions (35%)

Best practices  

While employee appreciation may look different in each organization, there are some dos and don’ts to keep in mind.

• Give praise regularly: Don't reserve it solely for a special day or occasion. Instead, try to give real-time acknowledgement by recognizing a job well done as soon as it occurs.
• Avoid playing favorites: This may be obvious, but it’s worth remembering to curb resentment. Employees are discerning, so be mindful about doling out your acknowledgement as fairly as possible.
• Thank your team: While individual praise is important, expressing gratitude for everyone on the team fosters bonding and collaboration, reducing comparison and competition.  
• Show love to supporting employees: It can be all too easy to recognize the leaders on your team. Be sure to also appreciate your junior and mid-level employees and their contributions.
• Personalize your efforts: Ask your employees what kind of praise is most motivating to them to optimize its impact. You can do this during 1:1 conversations or by conducting a survey.

Additionally, a companywide program can provide necessary structure and guidelines for all teams to follow. When recognition is properly embedded in your company’s culture, it feels more meaningful and impactful rather than a sterile, box-checking exercise.

Lastly, developing a strong employee value proposition (EVP) in which you include a detailed breakdown of your company’s rewards and culture can further engage your current and potential hires. 

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