Six simple ways to show employee appreciation (and why it matters more than ever)

It’s easy to get caught up in what’s next and forget to celebrate what’s already been done. But recognition isn’t a nice-to-have. It’s a must-have for a healthy culture. When people don’t feel seen, it shows up in lower productivity, rising resentment, and eventually, higher turnover.

So, how do you make appreciation part of the everyday, not just a once-a-year event? Start with these six simple, effective strategies.

1. Plan a team-building outing

When you invest time in your team beyond deliverables and deadlines, you send a clear message: you matter. Not just for what you do, but for who you are.

Team-building activities can spark creativity, improve communication, and deepen trust. It’s also just fun. Whether it’s volunteering for a local cause, trying out a cooking class, heading out for a hike, or belting out karaoke, shared experiences outside of work bring teams closer together.

Just remember: inclusive means everyone. Be mindful of accessibility, dietary needs, schedules, and comfort levels when planning.

2. Connect rewards to your culture

Recognition works best when it’s meaningful. According to Gallup, employees who receive regular recognition are 4x more likely to be engaged at work. But that recognition has to feel personal, timely, and aligned with your values.

A thoughtful rewards program doesn’t just reinforce great work—it reflects your culture. Whether it’s points-based recognition, peer shout-outs, or curated gifts tied to milestones, the goal is to make appreciation consistent and authentic.

Tools like Chocolate Soup and Achievers help you embed recognition into the everyday, not just the review cycle.

3. Offer perks people actually want

The world of work has changed, and so have people’s expectations. While salary still matters, 61% of employees say benefits and perks are just as important when deciding where to work.

Think flexibility, wellness, and time: remote or hybrid options, mental health days, flexible schedules, learning stipends, or even a weekly team lunch. These small perks speak volumes about how you support your people.

It’s not about keeping up with the biggest perks on LinkedIn. It’s about knowing what matters to your team and delivering on it consistently.

4. Celebrate personal and professional milestones

Recognition doesn’t always have to be about KPIs or targets. Sometimes, it’s about pausing to say: “We see you. We’re with you.”

Whether it’s a birthday, work anniversary, the arrival of a new baby, or a personal win, these moments are opportunities to show your team that you care about more than just output.

Chocolate Soup’s curated milestone boxes make it easy to mark those occasions thoughtfully and consistently. It’s a simple gesture that builds lasting loyalty.

5. Ask for feedback—and act on it

Creating a culture of appreciation also means listening. Are your people feeling supported? Challenged? Heard?

When employees feel safe to share feedback and when they see that feedback leads to change, it builds trust. And trust builds engagement.

Don’t wait for annual engagement surveys. Make feedback a regular, open conversation. Then follow through.

6. Invest in development

One of the clearest ways to show appreciation is to support someone’s growth.

In LinkedIn’s 2024 Workplace Learning Report, 94% of employees said they’d stay longer at a company that invests in their learning. That could mean paying for a course, offering mentorship, or creating a clear path to promotion.

When you invest in your people, they invest back.

Appreciation isn’t one big thing. It’s a series of small, intentional choices that add up. When your team feels recognized and valued, everything improves: productivity, retention, morale, and culture.

And the best part? It doesn’t have to be complicated. You just have to start.