Many workers feel undervalued and underappreciated, regardless of the data on quiet quitting and the great resignation. While recognition is crucial, some managers believe providing a job and salary with benefits should suffice.
Lack of Gratitude and Recognition Effects on Workers
According to a Workhuman report from January 2023, 46% of workers felt somewhat valued, while 11% indicated they did not feel valued in their workplaces. Additionally, these figures are higher among women and workers of color, with 48.8% of women and 49.3% of workers of color expressing that they feel undervalued.
A survey conducted by Wakefield in 2023 among 400 U.S. adults reveals that 42% of workers believe their organization lacks a robust culture of appreciation, which is crucial for their success, highlighting that workers who feel appreciated are more likely to feel secure in their jobs.
According to a survey conducted in 2022, 59% of workers stated that they have never had a supervisor who genuinely appreciates their work. Additionally, 29% of respondents expressed their willingness to give up a week's worth of pay in exchange for more recognition from their employer.
In a 2021 survey among 1,417 American workers, 49% revealed that they had resigned from a job due to a lack of recognition. Similarly, in a study conducted by Harris Interactive for the American Psychological Association over 1,714 adults, half of the respondents who felt undervalued at work expressed their intention to seek new employment within the following year.
As Dr. Bob Nelson nails it, "People may take a job for more money, but they often leave it for more recognition."
How Managers Can Foster Gratitude and Appreciation?
Many managers found expressing appreciation challenging, often struggling to integrate it with developmental feedback, fearing it might confuse employees. Concerns also arose regarding the risk of routine, impersonal gestures. Conversely, employees perceived the task as straightforward and provided clear suggestions for effective appreciation methods. Here's their advice for managers:
1. Conduct Touch Bases Regularly
Regularly checking in with employees is crucial for building connections and preventing staff from feeling overlooked. Simple gestures like saying "Good morning" or "How are you?" can be as meaningful as formal recognition. Creating routines for employees to share their experiences can make them feel valued and keep you informed about what is happening in the organization.
2. Give Balanced Feedback
Employees value receiving positive feedback on their strengths and constructive feedback on areas for improvement. They emphasized that feedback, whether praising their work or providing suggestions for growth, made them feel appreciated. For instance, one employee found praise meaningful but questioned its validity without improvement suggestions. Conversely, those receiving only critical feedback felt discouraged. It is important to avoid giving both types of feedback simultaneously, as the common sandwich technique, where managers stuff negative feedback between two layers of positive ones, can lead to confusion. Employees may focus on the positives and overlook areas for improvement or dwell on the negatives despite positive performance. Clear separation of positive and developmental feedback is essential.
3. Address Growth Opportunities Accordingly
Employees seek clarity about their career advancement prospects. Employees feel valued when managers actively discuss growth opportunities and assign challenging tasks. Conversely, when managers overlook development discussions, employees perceive it as a lack of appreciation. For instance, an employee expressed frustration, stating that although their manager acknowledged their efforts, they felt stagnant due to a lack of new and more significant opportunities.
4. Offer Flexibility
Employees perceived gestures like allowing remote work or suggesting a late start after extra hours as signs of trust and appreciation when done by managers.
5. Make it A Habit
Taking a few moments to express appreciation for your employees' contributions can make a big difference. Consider incorporating it into your routine, like setting aside time each week to write a personal thank-you note or starting team meetings with brief shout-outs for individual achievements. There are many ways to show appreciation - from giving food or gift cards to making time for daily check-ins with team members, a way that feels genuine and natural to you, rather than automated gestures.
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