Employee Appreciation Day rolls around every year, and many organisations will mark the occasion with a generic email, a box of biscuits in the breakroom, or a half-hearted “well done” in a team meeting. While these gestures are nice, they don’t come close to addressing what employees actually need: genuine recognition, ongoing support, and a workplace culture that values them every single day, not just once a year.
Employee Appreciation Shouldn’t Be an Afterthought
Too often, appreciation in the workplace feels like an afterthought; something that happens when there’s time, rather than a fundamental part of leadership and company culture. This approach leads to disengagement, high turnover, and a workforce that feels undervalued. According to a recent study by Gallup, only 32% of employees feel engaged at work, and a lack of recognition is a key contributor.
The Cost of Neglecting Recognition
Picture two employees: One receives regular feedback, recognition, and is encouraged to develop their skills. The other rarely hears a thank you, gets little constructive input, and feels like just another cog in the machine. Who do you think is more motivated, loyal, and productive? It’s not a mystery, people thrive when they feel valued.
When appreciation is missing, employees disengage. Productivity drops, innovation stalls, and turnover costs rise. Investing in employee appreciation isn’t just the right thing to do, it makes business sense.
Companies that prioritise appreciation see tangible results.
Research from the CIPD highlights that organisations with strong recognition cultures experience higher job satisfaction, lower stress levels, and improved retention rates. Employees who feel appreciated are more likely to go above and beyond because they know their contributions matter.
How Can We Make Employee Appreciation Meaningful?
- Make Recognition Personal: A one-size-fits-all approach won’t cut it. Tailor appreciation to individuals, some prefer public recognition, while others (like me) value private acknowledgment.
- Celebrate Effort, Not Just Results: Recognising hard work, even when the outcome isn’t perfect, builds resilience and motivation.
- Embed Recognition in Leadership Practices: Appreciation should be consistent, not confined to an annual event. Make it part of leadership training and daily interactions.
- Listen to What Employees Need: Ask employees what makes them feel valued and act on their feedback.
- Lead by Example: When senior leaders model appreciation, it creates a ripple effect throughout the organisation.
Let’s Talk!
Employee Appreciation Day isn’t just about free coffee or a token gesture, it’s an opportunity to reflect on how we treat the people who drive our businesses forward. How does your organisation show appreciation? What’s one thing you’d like to see change?
Let’s start a conversation, because a culture of appreciation isn’t built in a day, but today is a good place to start.
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