Employees are the most valuable resource at any company’s disposal. When utilized correctly, workers are more than tools for productivity. They can influence innovation, create a positive culture, and provide a competitive edge. The last couple of years has made it clear that many organizations are failing to show workers how valuable they are.

This is most evident in the rise of the Great Resignation. Workers across the world are leaving jobs with companies they feel aren’t showing the respect and support they deserve. The solution to this issue doesn’t solely lie with improving pay, though that is an important element. Rather, organizations must be more proactive and ensure they treat their workers in a way that reflects their importance.

So, can robust employee appreciation slow down the Great Resignation? Possibly, but as with so many other things, it depends on the company’s approach to the process. Let’s explore this idea a little further.

Understand the Impact of Appreciation

It’s crucial to understand what it is about employee appreciation that affects workers’ experiences. After all, if we look at the key influencers of the Great Resignation, many of them relate to experiences of being employed by a business. These include flexibility, pay rates, recognition, shared values, and employer support. Simply put, you need to understand how appreciation programs can influence these experiences. Then, you’ll be better able to adjust your practices.

The mistake too many businesses make is thinking appreciation is a simple reward for performance. This plays a role, but it isn’t the be-all and end-all. If your workers’ motivations to be productive are only driven by tangible rewards, their performance can be disrupted quickly. However, a robust appreciation program that improves various aspects of employees’ lives can have a profound impact on their relationship with your business.

It’s also worth considering the neuroscience behind employee appreciation in this regard. When people experience gratitude, regions of the brain are activated that improve sleep quality and aid stress regulation. It also helps workers to better manage depression and anxiety. This means that regular and genuine displays of appreciation have a tangible impact on workers’ quality of life. It can also help you and your employees prevent burnout.

Prioritize Authenticity in Your Approach

Authenticity is key when it comes to creating a robust appreciation program for your employees. Too often, businesses utilize generic rewards that don’t reflect the achievements or the employee involved. This sends a distinct message about how much genuine consideration or care the company has for its employees. Over time, the lack of authentic appreciation may influence decisions employees make about their careers.

To improve retention and combat the impacts of the Great Resignation, prioritize authenticity in your appreciation program. Wherever possible, individualize your approach to rewards. Human resources (HR) departments can work alongside line managers to better understand the interests and priorities of workers on different teams. You can use this data to tailor rewards so they’re unique and meaningful for each employee.

These gifts don’t necessarily have to be limited to gift cards to favorite restaurants. They can be both practical and unique. Creating gift baskets for employees that contain water bottles, wellness items, and gift cards also allows you to give practical tokens of appreciation. Rewards can also involve providing additional paid time off to those with families or business resources for workers with entrepreneurial ambitions.

It’s important to take steps to ensure these items are appropriate for the person receiving them. Take note of workers’ personal ethics and preferences, and ensure you only give gifts that meet these standards. This helps to demonstrate that, even in your appreciation efforts, your values align with those of your workers.