We have been able to identify four key components for team members to actually feel valued by their supervisors and colleagues. Appreciation must be:

Communicated regularly. Once a year at the employee's performance review or at the team member of the month ceremony doesn't get it done. People need frequent feedback that they are valued (the frequency will differ according to the individual and the setting.)
Individualized and personal. An email to the team saying, "Good job, team. Way to go!" doesn't say anything to the employee who worked late to get it to the printer. And bringing in pizza for the employees at a high-performing branch can feel like a cheap, convenient way to thank everyone at once.
Language and specific actions meaningful to the recipient. Do you realize that 20-25% of people don't want to go up front to receive a reward? Or that going to an unstructured social gathering with a group of people they don't know well is torture for many introverts? Some prefer a gift card.
Perceived as authentic. The biggest complaint about employee recognition programs is that they feel contrived. If the message sent isn't believed to be genuine, you are wasting your time and energy.

Leaders can help their organization flourish by investing in communicating value to their employees. The key is to communicate authentic appreciation in the ways that are meaningful to each person. The return on investment will be significant. Clearly, effectively communicating appreciation makes good business sense.

Instant Insights /

Appreciating Your Staff Makes Business Sense

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