A Declaration of Appreciation: Five Ways to Show Employees You Care

Back before the disco '70s, it wasn't unusual for workers to go cradle to grave with one employer. Job hopping was hardly an issue. And while the current poor economic difficulties have been a contributing factor to recent turnover, it's still important for organizations to retain their very best workers. However, in order to do this, you must show them that you care.

According to an article at Inc.com, a 2007 survey by Adecco USA found that although 52 percent of respondents felt their boss did a good job of thanking them, 65 percent of employees would still like to receive even more appreciation. It seems like there's always room for an expression of thanks.

To build a culture of appreciation into your organization, here are five ways you can express your gratitude:

Be Upfront and Honest

Many companies try to avoid saying too much about inner-workings of the organization for fear that it will compromise operations. The suggestion here is not to give away company secrets. However, in line with the current trend toward transparency, corporations may want to rethink how they treat their employees when it comes to dispensing corporate information. This may mean embracing a philosophy, such as open-book management, or being willing to admit when you don't have all the answers.

Listen to Ideas

There's nothing more frustrating to employees than being treated as if their ideas don't matter. If you want employees to actively participate in the success of the organization and operate like individual small-business owners, you need to recognize them as important assets and demonstrate that you value their opinions. By cultivating an environment of appreciation, you build a safety net for employees to share their ideas.

Focus on What You Have

Too often, employees at all levels focus on what they don't have. Generally, that comes in the form of money - specifically, not having enough money for raises, bonuses, programs, tools or whatever is important to each individual. Here's where the honesty comes in. Remember: It's okay to tell employees the budget is tight. However, when there's a problem, you also need to come up with a solution. After all, you would expect the same from your superiors.

So, what is the solution? Offer employees alternatives that don't impact the "bottom line" long-term. Perks including recognition and appreciation, mentoring, membership on a company-wide committee, participation in an internal-training program, and opportunities to shadow a respected superior can go a long way in showing employees that you care.

Award Freedom

To convey a sense of freedom, allow employees to act independently, use their judgment, make decisions within their scope of responsibility, and generally be treated as adults. Granted, with responsibility comes accountability, and employees need to understand what will be expected of them if they are provided this opportunity. Therefore, employers must develop guidelines and goals to govern employee behavior.

Programs such as R.O.W.E. (Results-Only Work Environment), and opportunities to work from home communicate trust. Organizations that have utilized such programs show a marked increase in employee productivity and reduced turnover.

Keep Communication Open

A business expert once said that informed employees are engaged employees. And while the idea of open communication stems from the initial concept of honesty, open communication goes much further. Open communication not only involves sharing important information about company operations, but it also includes supervisors giving more face time to their staff, conducting "walk-arounds," and providing public recognition for a job well done.

The whole concept is that if you expect employees to care about the company, then they need to feel that the company cares about them. That means showing them your appreciation - everyday.