Giving Thanks, at Work
There is much to be thankful for this year. When is the last time you thanked your employees in a significant way, beyond a passing "thanks" for a completed task or a job well done. Did you know that:
39% of employees feel underappreciated at work, with 77% reporting that they would work harder if they felt better recognized.
53% want to receive more recognition from their immediate manager.
63% of employees are more likely to stay at their current job if they received recognition.
A genuine, heartfelt "thank you" couldn't come at a better time. As we close out another year, take some time now to show genuine appreciation for your hard-working and loyal employees. Here are some tips and ideas for giving thanks at work:
Public vs. private praise. While some people don't like the attention, being recognized in front of your peers and leaders has a longer-lasting impact and feels more significant than a private "thank you." It's even more impactful when recognition comes from someone other than your boss. So, look outside of your own department when giving thanks.
Level up your thank you's. When designing your rewards and recognition program, consider making it a multi-faceted appreciation program that is both public and private. Make appreciation a part of your everyday culture rather than just once a year at review time. Define ways to show appreciation daily, monthly, quarterly, and annually. Think about implementing daily shout-outs, monthly gift cards, quarterly peer-nominated awards programs, and perhaps even one big annual all-expense-paid trip to Costa Rica for an employee and their family!
Don't forget the back-office heroes. Many companies focus recognition on front-line employees — those who directly impact revenue or the product — and too often, the people who keep the corporate infrastructure going get forgotten. The people who keep the lights on and ensure employees have a great work environment are too often left to feel unappreciated.
Thank the families. For employees who frequently work nights and weekends — which is time away from their families — consider paying for dinner and a movie or a weekend getaway for the entire family.
Make sure the reward fits. When designing your rewards and recognition program, keep in mind that some employees may value time off to pursue personal interests more than cash or equity. Either way, make sure the reward you're offering resonates with your employees.
Contact me if you need help designing your company's Rewards and Recognition or Employee Engagement programs.
Seema Desai
Startup CPO / Growth Lead