How to Make Your Employees Feel Secure And Valued

Some Organizations have Employment Recognition programs for their Employees or a few workshops for the betterment of the employees, thinking that it’s enough for their employees and thinking that at least they are making an effort for them, but this surely isn’t enough. Therefore, it is also a topic that comic artist most like during their standups. It is really sad that a subject matter, that is crucial for the productivity of the employees is a joke of every Act. Sometimes, the Employee Engagement Program run by the Managers, so that they can check a box in to do list.

These programs often fail to resonate deeply with employees because they only address surface-level aspects. Instead of connecting with what employees truly value or identify with, these programs tend to offer broad rewards that don't create meaningful engagement or lasting impact.

While some companies try to make Employment recognition/Engagement programs more relevant by offering specific awards for achievements like leading initiatives or embodying company values, this approach may not be helpful over a period of time. It risks creating a sense of exclusivity, where only a few selected employees are recognized, leaving the majority of employees feeling overlooked and resulting in low motivation at work. If managers could expand recognition to include a broader group of employees, it would foster greater appreciation and deliver significant benefits for the company.

The key here is to understand that an employee should feel valued and secured, and that will be possible when we are ready to put effort and work towards desired changes.

However, there are a few, strategies one can follow to let the employees feel wanted and feel encouraged enough to showcase higher productivity.

Touch Base Regularly:

Keep in touch with employees through simple conversations about themselves and acknowledging them. These interactions will further have meaningful connections and help you stay informed about them and their work, and they also feel included. It also helps you to understand your employee better and learn about their personalities.

Give Balanced Feedback:

Make sure we provide employees with constructive feedback and positive feedback separately.

Employees need to understand their strengths and areas for improvement to feel truly valued. They also need to feel the sense that their efforts are seen and there is room for improvement and growth. What could help is creating a safe and non-judgmental space for the employees and conveying that there is also room for mistakes and rectification. If we have no room for mistakes or rectification, there could be chances of data manipulation or covering up, hampering the company’s authenticity of work.

Address Growth Opportunities:

Discuss career development and offer opportunities for employees to grow, helping them understand various prospects and development opportunities. Failing to do so can make them feel overlooked while providing such opportunities signals that they’re valued.

Offer Flexibility:

Giving employees flexible work alternatives, like remote work or adjusted hours. This shows trust and appreciation towards the employees. Employees view such gestures as significant and personal and the employee continues to work dedicatedly for the organization.

Make It a Habit:

Regularly acknowledge and thank employees for their contributions, whether through personal notes, publicly mentioning in front of office staff, or small gifts. The key is to make appreciation part of your routine in a way that feels natural and genuine. It does not have to be fancy or a big gesture, a small card or post it would also serve the purpose.

With having the knowledge of should be done, it’s also important to know what shouldn’t be done.

Here’s a summary of mistakes to avoid and strategies for fostering a culture of appreciation:

Mistakes to Be Avoid:

Inauthentic or Generalized Gratitude:

Appreciation must be specific, timely, and sincere. Empty or impersonal gestures, like quick thanks without context, can feel hollow and are often worse than no acknowledgment at all.

Let the person know why is he or she getting rewarded. Avoid recognizing everyone equally if their contributions differ, as it can alienate high performers.

Neglecting Standard Procedures:

Skipping important milestones like annual reviews, check-ins, or awards can make employees feel undervalued. These procedures provide vital feedback about their performance and growth. If you bypass them, be ready with a genuine reason for it. Make sure it is well communicated to everyone prior, to avoid misinterpretations.

Isolating Employees:

Employees often lack insight into how their work fits within the larger team or organization. Managers should highlight how employees’ work contributes to the success of others, fostering a broader sense of connection and appreciation. This also cultivates a sense of belongingness.

Sudden or Unexplained Changes in Appreciation:

Abruptly overcompensating for a lack of prior recognition can seem insincere. Instead, acknowledge you’re working on developing your gratitude skills, and have open communication about the same. Ask employees how they prefer to be recognized, as individual preferences vary.

Addressing Employee Differences:

While addressing a sensitive issue like the difference between the employees, the manager/ organization should be mindful while dealing with this. In such a scenario both the parties should be heard separately before finalizing a decision. The decision should be made without getting into favoritism or any such influences. The only thing that matters is the actual situation and the behavior related to it.

Making Appreciation Easy And Contagious:

• • Appreciation is free and simple to give, yet its impact is powerful. It can be directed toward anyone, from employees to colleagues or even bosses.
• • Leaders can help spread appreciation by discussing successful gratitude strategies with peers and holding each other accountable. This can be practiced regularly during check in meetings and HR activities.
• • Building a culture of appreciation is mostly about small, consistent actions: acknowledging your employees’ contributions sincerely, showing sincere interest in their growth, and making them feel valued as individuals, speaks volumes about the organization.

Conclusion:

To conclude this, genuine efforts to make the employees feel valued and secured, should be made by the organization. It not only boosts the productivity but, we can also see higher employee retention in the organization. With higher employee retention, it adds on to the company value and productivity.