Employee Engagement: Do You Love Your Employees? This may seem like a weird question, but it’s one that you should consider. If your employees were asked if they think their employer loves them, what would they say? The truth is, you should love your employees. And, perhaps more importantly, you should show them that you appreciate them. Here are a few ways you can show them some love. Recognize Them One of the best ways you can show your employees that you value them? Recognize them when they do something good and valuable. A survey by David Novak and Harvard Business Review found that 82 percent of employed Americans feel that their contributions aren’t recognized enough by their managers, and 40 percent say they would be more engaged and motivated if they received more recognition. It feels great to be recognized by a manager, but it’s also nice to know your co-workers recognize when you do a good job. Allow your employees to nominate each other for going above and beyond, or simply doing a good deed. You can also send out a weekly email showcasing the employees that have been nominated to be recognized. Another way to do this is to have your employees set goals at the start of the year, and accomplish them throughout the calendar year. If an employee completes a goal, it’s another good opportunity to recognize them and share their accomplishments. Reward Them Along with the goals and recognition, it’s also important to reward your employees, whether that’s a gift, a raise, or a bonus. These rewards show employees that you value them and that they are important to the organization. Ann C. Dzuranin, an assistant professor at Northern Illinois University, and Nathan Stuart, an associate professor at the University of Wisconsin, Oskosh, conducted a research study by observing a group that was performing for cash incentives and another group that was performing for non-cash incentives. The non-cash incentive group outperformed the cash incentive group, and also exhibited greater commitment and motivation. This shows that you don’t necessarily have to reward your employees with money, and in fact, it may be better if you don’t. Your rewards don’t have to be huge or costly, but a little goes a long way. From a handwritten letter to a holiday bonus, your employees will feel appreciated. Train Them Another way to show appreciation for employees is to offer professional development and coaching. Along with expanding their knowledge, it also gives them insight into other areas that they may be interested in. According to Gallup, 87 percent of millennials say that professional development is important for their job, and 69 percent on non-millennials agree, too. Recognizing their talents by sending them to a conference or seminar improves confidence and supplements their expertise. Retain Them Showing recognition and rewarding employees for exemplary performances all helps retain them and keep them satisfied and engaged. If you value your employees, you’ll want them to stay, and if you show that you value them, they’ll want to stay, too. Consider the following factors that help keep employees engaged: A culture of respect. Constructive feedback and mentoring. Advancement and professional development. Fair and appropriate rewards and recognition. Availability of effective leadership. Clear job expectations. Adequate tools and resources to complete work. High levels of motivation. How do you show love and appreciation to your employees? Dominic Senese Dominic Senese is a Director of Business Development at Aureon HR, where he's been a part of the Kansas City team since 2015. Dominic adds a unique background to our team as his accolades include; being a 2-sport athlete (Football and Baseball) while earning a Bachelor's of Science in Business Management from North Park University (Chicago, Illinois), then earning his Master's Degree in Psychology from Lewis University (Romeoville, Illinois) as he served as a School Counselor and athletic coach for many years before joining the Aureon HR team. Dominic also holds his Life and Health Insurance Licenses as he owned his own insurance company for many years in the Kansas City area. With 15 years of professional experiences, he has been able to show client how to; decrease cost(s), decrease a company's liability, decrease the time spent on transactional HR, increase employee production, and ultimately increase profitability.