How to let Employees know they are Important and Valuable

August 12, 2013

Below I have described specific steps and my philosophy on how to let employees know they are important and valuable.

  • In my experience, employees who feel appreciated and valued are more positive about themselves and their environment; they also tend to contribute more in productivity and ideas.  The idea of simply saying “thank you” can’t be underestimated.
  • I use an employee form that asks an employee very specific questions about how they like to be recognized for accomplishments.  Some people prefer a simple handshake and a thank you, others like time off, and others want to hear from an officer of the company.  I ask about favorite sporting teams, favorite hobbies, favorite restaurants, favorite beverages and favorite treats.  I keep this information on file and use the information when deciding appropriate recognition/reward for the employee when a significant or sometimes small accomplishment is made.
  • Giving an employee a direct “thank you” as often as appropriate.  (E.g. “Hey Shaun, I want to let you know how much I appreciate the extra time you put in this past weekend to get our project back on schedule, our CMO was also very grateful.” [In these cases, I have asked the CMO to send the employee a short note or stop by his desk.])
  • Time off:  If project schedules could bear it, I have let an employee go home a couple hours early on a Friday or come in a couple hours late on a Monday.
  • Take an employee or team to lunch with a focus on letting them know the value they added to the successful completion of a major project (this is where knowing favorite restaurants is handy).  During the luncheon I would communicate accomplishments and the impact it had on bottom line of company. I have also asked major stakeholder and/or product owner to join us.
  • There have been times I have let high performance employees lead their next project and if applicable project team.
  • I often use formal recognition during departmental meetings w/ gift certificates, charity donation, sporting event tickets, or some other type of reward (plaque, etc.)
  • There have been times when a multi month project was completed on time with a high level of quality and customer satisfaction where I have given cash bonuses ranging from $50 – $1200; depending on significance of the project to the company. [I was able to do this by writing a justification document that tied the employees key contributions to the success of the project.]

Do you have other ways to ensure your employees know they are important and valued?  Please share.




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