Life in the workplace has become increasingly stressful. The financial stress from the global economy downturn has affected businesses, nonprofit organizations, ministries, schools and government agencies. Employees in the workforce are discouraged. Team members have to “do more” with fewer resources. Staff members report not feeling valued for their work and are approaching burnout.
Sixty-five percent of workers report receiving no recognition or appreciation from their supervisors in the past 12 months. And 79 percent of employees who quit their jobs report that not feeling valued was among their top reasons for leaving.
At the same time, business managers and organizational leaders are frustrated. They know their team members are working hard but are getting worn down.
Many organizations have attempted to address the issue by implementing employee recognition plans. But, in one study, only 31 percent of employees in organizations that had recognition plans reported feeling appreciated for doing their work well. As a result, leaders often feel stuck: They want to do something that will encourage their staff but they don’t know what to do.
Why it’s important
Why is feeling appreciated so important in a work setting? Because each of us wants to know that what we are doing matters. Without a sense of being valued by supervisors and colleagues, workers start to feel like a machine or a commodity.
When team members do not feel valued, the results are predictable:
We have identified four critical factors that need to occur for appreciation to be experienced as authentic appreciation by team members: