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Employee Appreciation

At Gro HR, one of the top concerns that we hear from our clients is that they feel that their employees lack engagement in the Company’s goals and therefore lack commitment to the company. High turnover, employee dissatisfaction, and low motivation are all signs that your employees are not engaged while at work. As a leader, it is easy to jump quickly to wage analysis’s in attempt to create financial loyalty by paying employee’s more, but that isn’t the solution. The phase “They couldn’t pay me enough to work here” stands true. Employees care more about feeling valued in the workplace and their overall feeling of “belongingness” than they do their take home pay.

If you are a veteran visitor at the Gro HR blog, you have read our discussions on Total Compensation. And if you haven’t, we strongly suggest you read up on exactly that!

As a anonymous quick exercise, ask your employees (and yourself) these questions…

“On a scale of 1-10, how appreciated do you feel by your direct supervisor?”

“On a scale of 1-10, how appreciated do you feel by your co-workers?”

Lastly, “Do you feel equally appreciated by the both of them?”

Odds are, you will find some true revealing numbers from their answers. And the truth is, anyone can make a difference in their workplace, regardless on their role, position, or rank. So why is feeling appreciated so important for the work setting? Because of us internally wants to know that what we are doing matters! Without a sense of meaning, we start to feel like a machine or a robot.

“Communicating appreciation in the workplace is pretty easy and straightforward.”

Have you heard of the Five Love Languages by Gary Chapman? Well, the same principles apply to the appreciation of employee’s in your business. People feel appreciated in different ways, and it is up to you to find out exactly how your employees and co-workers feel appreciated, and to act on it genuinely. Habitually, we tend to communicate to others in ways that are most meaningful to us, and not necessarily what speaks in the most meaningful way to others. At Gro, we strongly recommend that all business owners, managers, and employee’s read “The 5 Languages of Appreciation in the Workplace” (Chapman, G. & White, P., 2019). In fact, it is required by our entire team to read!

As a recap: The Five Languages are:

  1. Quality Time
  2. Words of Affirmation
  3. Acts of Service
  4. Tangible Gifts
  5. Physical Touch

It is about behavior.

Appreciation focuses not only on performance, but also affirms the employee’s value as a person. It emphasizes what is good for the company and what is good for the person. They go hand in hand.

Why Appreciation is a Great Investment

As a leader, we tend to focus on providing goods and services that meet our customer’s needs and desires that allow for a profit to be made. We tend to focus on the ROI (or Return on Investment) of our decisions. Well, let us tell you, caring about your employees and showing them true and honest appreciation will reap one of the biggest ROI’s you will ever see. Here’s are some numbers for you*:

  1. They show up for Work- Engaged employees average 27% fewer days missed than those who are not
  2. Business groups with more disengaged employees have 51% more turnover than businesses with more engaged workers
  3. On the job accidents are 62% more likely in companies with high levels of disengagement
  4. Companies with disengaged employees have 51% more theft than those with employees that are engaged
  5. Businesses with higher engagement have 12% higher customer satisfaction rates than those with low engagement
  6. Companies in the top 25% of employee engagement averaged 38% higher productivity
  7. In a meta-analysis of 263 research studies, employers with the most engaged employees were 22% more profitable than those with the least engaged employees.

* Metrics provided by “The 5 Languages of Appreciation in the Workplace” (Chapman & White, 2019).

The bottom line: authentic appreciation brings positive results to your business and mitigates the negative consequences that result when employee’s don’t feel valued. If you want loyal and engaged employees, you need to genuinely appreciate them in the way that they need it. 


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