This is an excerpt from our new ebook collaboration with BambooHR, “Your Total Rewards Questions: Answered.” The ebook is based on a panel discussion in which industry thought leaders offered their insights and tips on the biggest, most frequent concerns around total rewards. Get the full publication here.
We’ve touched on a lot of ideas related to this question in recent blogs (see here, here and here), but here are some specifics:
Align Employee Goals With Company Goals
People want to know their job has meaning, that they’re adding real value and making a difference. One way to drive that home for them is helping them align their goals with the organization’s goals, maybe specifically your CEO’s goals. That way there’s no question that their daily contributions are important and valued — they’re literally working toward the company’s biggest priorities. Having that level of identifiable meaning in their work helps them see that their work matters.
Give Sincere, Verbal Recognition
You really can’t overestimate the impact a genuine “thank you” or “great job” can have. Say some heartfelt words — doesn’t have to be anything profound, but be specific and thoughtful — to acknowledge not just great performance, but even courage, ingenuity, extra effort … Money and swag are nice, but words really are powerful.
Note: Remember that many of us are invested in maintaining a “winner” identity and “success” narrative, so unless you know the employee would prefer otherwise, go public with your recognition. Do it in a large meeting, send out a group email, etc.
You really can’t overestimate the impact a genuine “thank you” or “great job” can have.
Just Genuinely Appreciate Them!
Sometimes we can get so hung up on instituting the latest and greatest rewards practices, or we see “appreciation” as an “initiative” we need to undertake, that we end up missing the point of it all: truly appreciating people. Take a step back and allow yourself, and encourage your colleagues and managers, to just think about why you appreciate your employees. Do this regularly. You know what ends up happening? Appreciation shows up organically. No formal programs required.
Curious to know what recommendations the panel had for other common questions about total rewards? Grab the ebook today!
Tell Us What You Think
What do you do to make employees feel valued? We want to hear from you. Share your tips in the comments.
Image: Courtney Hedger/Unsplash