We don’t just price match – we beat it!
No wait time, call us toll free +1 (888) 994-4438
F ew of the COVID-19 after effects, even for those who have never been diagnosed, include burnout, disconnection and low morale (Nobes, 2021). Employees are no stranger to such effects and the solution lies in simple recognition and appreciation. Most people agree that recognition and appreciation have value in the workplace. Employee recognition refers to the multitude of ways a business shows its appreciation for their employees’ contributions. This can take many forms and does not necessarily have to be in the form of monetary compensation (Hastwell, 2021). Similarly, employee appreciation is about acknowledging their inherent value and worth as a colleague and human being (Robbins, 2019). Appreciation and recognition go hand in hand and are also often used interchangeably.
While most employers believe in the power of employee recognition, many hold strong
misconceptions, preventing them from reaping the true benefits of employee appreciation and
recognition. They often forget that gratitude is not a transaction, rather a basic right of their
employees and a path for their own business to grow. In his research, Psychologist Paul White
found that 51% of managers felt that they offered their employees genuine recognition and
appreciation but only 17% of those employees felt genuinely appreciated (Cadieux, n.d.).
1. Money Is not the Primary Motivator
Timothy Judge and his colleagues combined 120 years of research to analyze the findings
from 92 different quantitative studies in the Journal of Vocational Behavior to conclude that a
higher salary or monetary compensation does not correlate to higher job satisfaction. Their
research states “the correlation between pay and pay satisfaction was only marginally higher (r =
.22 or 4.8% overlap), indicating that people’s satisfaction with their salary is mostly independent
of their actual salary.” They leave room for suggestions indicating that other factors are at play to
improve employee wellbeing and performance at the workplace. A cross cultural comparison
also revealed similar findings in countries such as the US, India, Australia, Britain and Taiwan
(Pasch, 2019).
2. The Primary Goal Is Not to make Employees Happy nor Is It to Increase Productivity
In his book, The Vibrant Workplace, Psychologist Paul White argues that attempting to
make employees and others happy is an “endeavor doomed to fail.” He explains the notion of
happiness stemming from the positive habits and routine individuals build in their own lives,
with true power lying within the individual and not any external organization. White argues that
instead of focusing on an elusive, constantly changing end goal of happiness, employers should
focus on appreciation and recognition to improve the workplace environment and build it into a
pleasant and engaging safe space.
Furthermore, White also explains the dynamic of distrust and cynicism that gets
embedded in the workplace when the primary objective of employee appreciation is an increase
in productivity (Applauz, n.d.). He elaborates that when employees believe employers are
recognising and appreciating to increase productivity and profits, it produces distrust. This
cynicism leads to a decay of faith in leadership.
3. Perks Don’t Affect Employee Engagement
With the development of extraordinary and luxurious offices glorified by multibillion
dollar companies such as Google and Apple, many companies followed suit only to realize that
games, happy hours and nap rooms aren’ captivating and retaining workers like they did before
(Pashc, 2019). The Adaptation-Level Phenomenon explains this situation quite well - it is the
tendency for people to quickly adapt to a new situation until it becomes the new norm and the
marginal utility derived from it slowly decreases (AlleyDog, n.d.). Similarly, while these perks
may feel good in the beginning, they aren’t always tailored to each employee and nor do they
have lasting benefits to either the employee or employer.
As Paul White would put it, “appreciation for colleagues communicates respect and value
for them.” Beyond any other strategic or monetary benefit to the company, employee
appreciation is important to make the employees feel heard, valued and comfortable - it should
be about recognising their individual self with their unique set of offerings, abilities and
personality. With that being said, there are many other reasons why businesses have been
recognising and prioritizing employee appreciation over the last few years.
1. Improved Employee Engagement and Morale
Great Place to Work-Certified™ company O.C. Tanner studied employee engagement
and how managers can tailor their workplaces to promote it. Their findings reflect that
recognition of employees resulted in a more positive company culture (Hastwell, 2021). In doing
so, employees are 2.6 times more likely to think promotions are fair, 2.2 times more likely to
think creatively and 2 times more likely to put in extra effort.
Employee appreciation is a fundamental human need and feeling valued is at the core of
all performance. Employees then tend to feel more engaged and motivated. In a study conducted
by Deloitte, it was found that organizations with recognition programs in place had a 31% lower
voluntary turnover than those without (Wickham, 2022). Similarly, they tend to be more
connected to their work, team and the business as a whole.
2. Increased Employee Retention
A survey conducted by the Society for Human Resource Management (SHRM) found
that the majority of human resource professionals viewed the employee recognition programs as
having a positive impact on employee retention and recruitment. 68% of professionals agreed to
the impact on retention and 56% agreed on recruitment (Society for Human Resource
Management, 2018). Some estimates state that recruiting a new hire can cost about $3,500 and
an additional $1,200 per year in training along with 32 hours spent (Craig, 2017). Employee
recruitment is one of the large costs in business that can be avoided simply by appreciating and
recognising. The U.S Bureau of Labor and Statistics conducted a report asking why employees
decide to leave and they found the reasons to be lack of respect, recognition and/or autonomy.
1. Peer vs Superior
Recognition can either come from higher management or peers themselves. Research has
found that recognition, regardless of how high or low in the organization it comes from, feels
good. Albeit impressing a senior leaves more room for job security and a promotion, but leaving
a good impression with fellow peers and/or juniors makes employees feel equally accomplished.
(Quantum Workplace, 2022).
2. Attributed vs Anonymous and Social vs Private.
Most forms of appreciation come through a known party, with the management or
superior being mostly responsible. However, sometimes appreciation can cause doubt and
cynicism, which can easily be combated if the recognition is anonymous. Giving out an
anonymous shout out or placing a gift card on their desk can have just as much influence.
Similarly, some appreciation can be displayed socially, in a weekly touchpoint or at an office
party and some can be given out privately. Ultimately, it is important to tailor the recognition to
the employee’s preference as that is true appreciation.
3. Behavior vs Achievement
Some appreciation is linked to employee achievement; hitting a sales goal, having
remained at the company for a large number of years, getting an important client, and so on.
Similarly, some appreciation techniques are linked to the behavior of employees - their
generosity, spirit and teamwork. As established before, the appreciation needs to be tailored to
the employee’s priorities and what they would like to be appreciated more (Wickham, 2022).
Showing appreciation for employees is one of the fundamental keys to growth. In an Employee Appreciation Survey conducted by Glassdoor, it was found that 53% of employees felt more appreciation would help them continue their tenure at the workplace (Robbins, 2019). While most employers understand the value of appreciation, they struggle in the execution of it. One of the most important factors in appreciation remains the timing of it. Recognising an employee for their efforts two months later would not have the same effect as being appreciated a day or week later (Apollo Technical, 2022). Similarly, the recognition needs to be consistent over time without losing its value by being repetitive. This can be done through a simple check in to ask how they are doing, what challenges they are facing at the moment and offer any assistance if applicable (Robbins, 2019). This in turn initiates an emotional connection between the organization and its staff, eventually resulting in the company’s long term success (Job Monkey, n.d.).
Recognition reaps the best benefits when it is personalized. This requires employers to be specific about the person they want to appreciate. By acknowledging the value that the employee brings within and outside of their work enables the recognition to be perceived as genuine as it encompasses their personality as well (Cadieux, n.d.). Some of the ways to appreciate employees include the following: rewarding hard work, giving gifts, a simple pat on the bank, words of gratitude, involvement in decision making, providing specific and constructive feedback, appreciating them publicly and discussing business with them on an individual basis (Sahl, 2017).
Bismah M. Qureshi
Psychology Blogger,
The Shared Secrets Lab,
GiftAFeeling Inc.
Elections promotional products statistics show just how powerful campaign merchandise can be in reaching voters. From T-shirts and hats to yard signs and buttons, these items help candidates get their...
Rajat M |
Employee recognition statistics show that employees who feel appreciated are 18 times more likely to do a good job. However, 65% of employees say they have not received any recognition...
Rajat M |
Learn how we helped customers from 4 different industries find the perfect branded merchandise that boosted their employee morale, helped them rebrand, and increased their ROI by 671%.
GiftAFeeling |
At GiftAFeeling, we believe that a successful summer camp experience goes beyond just educational activities and outdoor adventures. We understand the importance of fostering a sense of community, camaraderie, and...
Abhinay Goli |
Introduction: At GiftAFeeling, we take pride in helping businesses stand out in the competitive landscape of events and conferences. Today, we are thrilled to share an incredible success story featuring...
GiftAFeeling |
Screen Printing: Everything from 153 Expert Interviews This article isn’t just based on theory because many other blogs on screen printing do a great job at describing screen printing in...
Rajat M |
Introduction: At GiftAFeeling, we take pride in our ability to enhance school spirit and foster a sense of belonging through our range of school merchandise, promotional products, and swag. Today,...
GiftAFeeling |
By Vinayak Mahajan What To Do If I Don’t Know What Personality My Gift-Receiver Is? What are the 16 Myers-Briggs Type Indicator (MBTI) Personality Types? Gifts for ISTJ - The...
Vinayak Mahajan |