2023Human Resources

Written By Digital Content Editor Thomas Ahearn

“Employee Appreciation Day” – which is celebrated on the first Friday in March to recognize employees for their hard work and dedication to their job – “should be every day, not just once a year. Clichéd as this saying might be, it does hold an element of truth,” according to an article posted on the Forbes.com website.

The article “March 3 Is Employee Appreciation Day – And Your Team Needs To Feel It” written by Contributor Mark C. Perna explains Employee Appreciation Day, which lands on March 3rd in 2023, “can no longer be treated as a one-and-done event that comes around once a year, that we can then check off for the next 364 days.”

Perna wrote that employees “are looking for more from their employers; they want a culture of appreciation where they feel safe to be themselves and bring their best effort every day.” As a leader, he asked himself the following questions about how he can show his team that he honors and appreciates their contribution:

  • Do I have a human connection with my team? – “Human connection is where any sense of appreciation must start. Feeling seen, heard, and valued is equivalent to feeling appreciated – and this type of employee experience is at the heart of any truly great work culture.”
  • Do I encourage work-life boundaries? – “If employees feel secure and supported in setting healthy work-life boundaries, they know they are appreciated for who they are, not just what they can do.”
  • Do I lead my team with purpose? – “The paycheck for what we do is nice. But purpose is what gets us excited to do what we do. Purpose is especially vital to younger-gen employees, who deeply desire their work to help make the world a better place.”

“The goal is to make employee appreciation a part of the fabric of the organization – a built-in and genuine norm that is never just a one-time experience. Employees who feel appreciated will contribute their best work toward the mission of the organization,” Perna concluded. The complete Forbes article is available here.

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