Do You Value Your Employees?

By: Julie East, Corp. Marketing & Recruiting

Feb 25, 2020

All companies, regardless of industry, invest in assets that will bring value to their company, whether it be hard or soft assets, intellectual assets or human assets. In today’s competitive talent market, it takes more than paying a competitive wage for an employer to show its appreciation to its employees. The most effective strategy is a blend of recognition through tangible and intangible rewards.  A good paycheck is nice to have, but often employees feel valued when their employers do more than just pay a nice wage.  

The following are some tips for valuing employees in different ways, especially helpful for small businesses that may not be able to pay high wages:  


It sounds simple, but many employers overlook this simple value strategy.  A simple “Great Job” is perhaps the most sincere form of appreciation that doesn’t cost the employer a dime. Sometimes, all an employee wants is a simple pat on the back or occasional compliment on their job performance. Nothing is more discouraging to an employee than to work really hard on a successful project and hear….crickets. Upper Management talks about the success to their colleagues, but not to the person(s) who worked on the project in the first place.  

Companies that train their supervisors and managers to focus on employee feedback may have fewer complaints and better workplace relationships. In addition, they have a workforce that feels the company values them and their work.



This is another simple, yet overlooked value.  Employee recognition is the purest form of motivation, according to psychologist and management consultant, Frederick Herzberg. Performance, recognition, job status, responsibility, and opportunities for growth are employee motivators. Motivated employees generally are engaged employees who find their work fulfilling and satisfying. Unlike employee rewards which is tangible (bonus, etc.), employee recognition is intangible. A simple certificate for Years of Service or Outstanding Job Performance shows employees they are an important part of the company’s success. Even a handwritten note or company-wide email gives the employee a sense of pride and the recognition of a great job with their peers. This acknowledgment helps elevate an employee to a higher level of commitment to the company and job performance.



Employee rewards are a tangible way to show employees they are appreciated and valued.  Like employee recognition, having someone say “Hey, you’ve done a GREAT job!” helps build a commitment to the company. Although appreciated, rewards doesn’t always have to be monetary (bonuses).  Even small companies can reward their employees with a few creative ideas.  Instead of a cash bonus, you can reward employees with things like: Sporting Event Tickets, Movie Tickets, Free Lunch, Uber/Lyft Credits, Gift Cards, Company Swag (hats, cups, shirts, etc.), Free Day Off, Extra Lunch Time, or even Jeans for a Day.  Show your employees they are valued. They will appreciate it! 



Balancing work and family is more important than salary for many workers. There was an interesting article on LinkedIn, “What to ask a potential employer on an interview.” One of the questions was from a man who would ask, “What is your company policy if I need to get off early to take my son to baseball practice?”  If any employer guffawed, or gave some “corporate policy” answer, he thanked them for their time and left the interview.  

Successful employers who want to recruit and retain top talent need to value their employees by acknowledging that they have priorities outside the workplace. Giving employees greater flexibility is one way for companies to show they value employees’ time and commitment. Workplace flexibility options could include providing telecommuting options, compressed work weeks or flexible scheduling, job-sharing and generous parental leave policies.



Employees need interaction outside the office in various recreational activities to help build camaraderie. Companies that sponsor out-of-the-office events such as charity walks, social outings, industry banquets or end of the year parties find their employees have a deeper level of commitment to the company’s best interests. Although company events can be costly, the return on investment can be far greater. Companies that demonstrate their commitment to building strong relationships with their team outside of the company walls find employees who forge stronger friendships and connections with their colleagues that ultimately build a better workplace.


About Lofton: Founded in 1979, Lofton Services offers clients the best of all worlds. We provide the responsive, personal service and flexibility of a small local firm while having the technology, resources, and infrastructure to deliver the benefits of the biggest players in our industry. Lofton Staffing can deliver the right people, with the right skills, right when you need them. Contact us today


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