71% of American Workers are either “not engaged” or “actively disengaged” from their jobs
Staff Appreciation should expand beyond a single day of the year. Appreciation events occur bi-annually, quarterly, and month. and can be organized at any time by any manager in an organization. Organizations today are finding new and creative ways to communicate gratitude and appreciation every day.
Research has found that the number one reason people leave organizations is because of their relationship with their manager or supervisor, specifically their lack of relationship. Gallup wrote in in previous survey findings that
“People leave managers not companies…in the end, turnover is mostly a manager issue”.*
In order to create a healthy relationship among employees and their supervisors, it is crucial that managers take the time to recognize and appreciate the work being done.
This statistic is a clear indication of the impact that staff appreciation has on employee retention and performance. Recognizing employee’s work and appreciating their efforts results in increased productivity. This acknowledgment translates into reduced carelessness, improved employee morale, and an engaging work environment.
Consistent employee recognition will increase their loyalty to the company as it evokes their motivation to perform well. They will feel more compelled to complete work accurately, timely, and thoroughly if they knew their efforts will be recognized and if they feel personally accountable to their organization.
Not only will employees produce better quality work for organization, but they will also attract more external, qualified applicants. The more desirable the work environment, the more qualified applicants it will attract.
In short, affirming your employees’ value now will help you retain them in the future.
What is the Bottom Line? Staff Appreciation Day – or any type of staff appreciation – is an essential part of keeping employees engaged and motivated. However, it does not work in a vacuum. Appreciation and acknowledgment of your employees’ work is an enduring commitment. Creating a “culture of gratitude,” must be an integral part of manager and executive communication.