Employees Feel Valued at Work: 4 Steps to Make It Happen

Lessons to Help Employees Feel Valued at Work
You can learn a lot form a crisis.  The coronavirus disrupted life as we once knew it. For many, it brought real tragedy in the loss of loved ones and livelihoods. The rest of us did our best to cope with the rate of change on personal, professional, and financial levels.

The good news is that most leaders acted quickly and decisively when the pandemic hit.  The majority put employee safety first, and improved employee engagement results across the board showed it.  It was clear that leaders cared, and employees appreciated it.

The Latest Research on Employee Burnout
Unfortunately, employees are pretty fried. While ramped-up wellness efforts can help fight anxiety and depression, more is required to truly engage the hearts and minds employees.

• Nearly 60% of employees report feeling burned-out due to increased workloads, a lack of purpose, and unclear team expectations.
• A Wall Street Journal survey revealed that over one-quarter of almost 2,000 respondents stated that “my work doesn’t feel particularly important or meaningful.” Business leaders need to do something about it.

The Latest Research on Employees Feeling Valued
Organizations that intentionally foster a culture of value see not only improved morale but measurable business results.

• Research from Gallup indicates that employees who feel appreciated are 59% more likely to be engaged at work.
• Harvard Business Review highlights that recognition directly correlates with higher performance outcomes.

Understanding What “Feeling Valued at Work” Really Means
Feeling valued at work extends far beyond occasional praise or token gestures. Employees recognize value when their:

• Contributions are acknowledged consistently
• Voices are heard
• Growth is supported

This sense of value can manifest through multiple avenues: formal recognition programs, frequent feedback, inclusion in decision-making, and opportunities for professional development. For example, a study in the Journal of Organizational Behavior found that employees who perceive their leaders as supportive and attentive are significantly more likely to contribute discretionary effort, showing that perceived value translates directly into tangible workplace behaviors.

Steps to Bolster Employees
There are several steps employers can take to try to motivate their employees to stay on task and continue to perform at their best.

1. Reinforce their Purpose
   A crucial aspect of employee engagement is feeling that what you do matters and has an aligned purpose that represents more than just earning a paycheck every week. Remind your employees of the importance of their contribution – not just to you but to the team, the organization, and your customers.

   Employees who believe their efforts are meaningful and valued stay connected and engaged, even when they are offsite and removed from the day-to-day camaraderie of co-workers.

2. Communicate Regularly
   It is important to stay in touch. Video conferencing is an obvious way for the team to keep connected while remote. But another is for managers to schedule frequent one-on-one meetings with individuals on their team. Show that you care by asking questions about how they are doing and then truly listening to their answers.

   Understand that everyone is under extra stress these days. Their feelings of sadness and isolation may stem from personal challenges and not problems with the job.

3. Do What You Can on the Workfront
   Besides lending an empathetic ear, be creative in thinking up ways you can support your employees on the job and ensure that leaders of your organization value people as their most important resource.
   • Can you shift workloads or find more fulfilling stretch assignments?
   • Where can you make investments in new skills to make people more successful?
   • Are you increasing professional growth and career development opportunities?
   • Have you asked for feedback related to best help them to succeed?
4. Do What You Can on the Personal Front
   Perhaps your employee needs to find fulfillment in a new hobby, volunteer work, or reaching out to friends and family. People who feel they are learning and expanding are more likely to feel more positive about their lives in general. We all can benefit from seeking ways to make a difference in an area we care about.

   Do not underestimate the power of personal relationships during challenging times. Research by the Greater Good Science Center confirms that if you want to be happier, then you should focus on the quality of your relationships in terms of kindness, compassion, cooperation, and forgiveness.

The Bottom Line
Employees who feel valued are the backbone of organizational success. Leaders must prioritize authentic recognition, personalized feedback, and meaningful inclusion to ensure every team member experiences significance and respect. By embedding value into everyday practices and decision-making, companies not only strengthen engagement but also drive performance, loyalty, and sustainable growth.

To learn more about how to help employees feel valued at work, download 29 Ways to Build and Maintain Trust as a Leader