How can you make your team feel valued and appreciated?

Acknowledging the individual team member for their contribution in day to day work will help to motivate and valued always which also lead to self learning.

we should also celebrate both small and big wins. Recognize individual and team achievements publicly, whether it's in a team meeting or through an email

In my journey to make my team feel valued and appreciated, I've discovered the incredible power of showing gratitude. I emphasize fostering genuine connections and acknowledging the worth of each individual, I've found these principles to be equally vital in my team dynamics. Recognizing and appreciating my team members' efforts, unique talents, and contributions creates a sense of unity and shared purpose. I've realized that I, as a leader, have the opportunity to transform my team's dynamics by simply expressing my gratitude. Whether it's a heartfelt "thank you" for a job well done or taking a moment to celebrate achievements, this small act can go a long way in making my team feel valued and motivated to excel.

Recognize Effort, Not Just Results: Acknowledge and reward the effort the team puts in, even if the outcome doesn't meet expectations. Effort should be appreciated, and mistakes should be seen as opportunities for learning.

Empowerment is a cornerstone of effective team development. It's not just about delegation but fostering a culture of autonomy and collective contribution. Key components include psychological safety, enabling open dialogue, and instilling adaptability for navigating challenges. Teams can better understand their unique strengths and limitations through targeted coaching and executive assessments. When equipped with this insight and the freedom to act, members become proactive contributors, enhancing individual and team performance.

Nothing builds appreciation in a team as much as empowerment and celebration of a team's autonomy. And that comes with the correct level of autonomy. Form a team and give them very little insight on their role, goals and expectations is not only false empowerment, but it can be very damaging. When the team has no clear understanding o what's required of them, how far they can go, or if they feel lost in any way, the frustration can build up. Nothing empowers more than winning together. So give the teams tools, information and anything they need to bank those wins.

Celebration is wonderful for appreciation and must be genuine. Getting into the habit of saying "good job" has more of a numbing effect and can be disregarded over time. A heartfelt thank you, giving people what they need (resources, time off, etc.) is an underappreciated form of support and celebration.

Institutionalize a culture of recognition by deploying an employee recognition program to recruit, retain, and engage your team. Start by understanding how your team members want to be celebrated; HR is your best resource here. Ensure an onboarding or employee survey asks individuals about their recognition preferences. The four general recognition categories to leverage are public, private, promotion, and monetary rewards. Public vs. private can be addressed with tools like Qarrot. If your company supports off-cycle promotions and raises/bonuses, these are the ultimate ways to demonstrate appreciation for merit and performance. Don't be this meme: “When you want a raise but they just give you a pizza party…” 🙄 Ditch hollow gestures.

Just as authentic connections and celebrating individual strengths enhance the learning experience, they also build strong, motivated teams. Acknowledge each team member's unique contributions, celebrate their successes, and create a culture of encouragement and growth. When you foster an environment where every team member feels seen, heard, and celebrated, you'll not only boost morale but also unleash their full potential for collective success.

In an ideal world, all companies would offer Employee Assistance Programs, health plans with mental health coverage, resiliency training, leave policies, wellness and continuing ed stipends, as well as mental health days and third-party tools like Headspace or Calm for Business that you can encourage your team to use to combat burnout and absenteeism. In reality, this falls on managers. Beyond having empathetic conversations with your team members to identify opportunities to address their pain points (try using Roses & Thorns), it’s important to support their professional needs and boundaries by establishing core team hours, offering flexibility, encouraging time-off usage, and simply lending a helping hand during difficult times.