1. Be Intentional with Everyday Conversations
Employees and managers alike are often ingrained with the idea that “everyone is replaceable.” But I’ve found that a big part of feeling valued occurs when employees are aware that they add something to the company that no one else can.
2. Show Them that Others Need Them,
Too
While recognition can serve as a
great motivator, it can also become a little routine when it always comes from
a direct manager.
3. Challenge Them
Every job comes with
less-than-glamorous responsibilities. But it’s important to balance out that
grunt work with challenging assignments, too. When you only dole out repetitive
tasks (or tasks beneath someone’s skill level), you’re conveying that you don’t
really need his or her specific, individual talents. (Come on, anyone could
update a client information spreadsheet!)
On the other hand, when you assign
an employee a challenging task and actually put your trust in him or her to see
it through, what you’re saying is, “I know you’re capable of this, and I trust
you to do a great job.”
4.
Recognize Them as Individuals
To boost team morale, it’s great to
do something for your entire team—like catering lunch or bringing in donuts.
But if you’re aiming to show your appreciation for an individual, it can easily
get lost in these types of group celebrations. In one fell swoop, your top
salesperson and newbie intern have just been rewarded with the same exact
thing: a slice of pizza. Guess how valued your top employee is going to feel?
