Bonuses, development opportunities, a friendly environment, good communication, or maybe working in a competent team? On the first Friday in March, we celebrate Employee Appreciation Day. We talked to dr Dorota Godlewska-Werner, researcher and expert in the field of work psychology, organisation and management, about the various aspects of appreciation at work (and its effects).

Karolina Żuk-Wieczorkiewicz: - We celebrate Employee Appreciation Day on Friday. What does organisational and management psychology have to say about employee appreciation?

Dorota Godlewska-Werner: - What a fantastic idea! According to the report ‘People at Work 2021: A Global Workforce View’, only 58% of Poles felt appreciated at work. And yet, appreciation is considered by business psychologists to be a key leadership tool that directly impacts employee well-being, effectiveness and commitment! Importantly, it does not have to be just an expression of recognition for the results achieved, but also a thank you for the attitude towards the tasks performed and the resources devoted.

- Does an employee who receives recognition do a better job? What do the studies show?

- Lois Tetrick and Clifford Haimann, in their review of studies in the area of recognition, noticed a clear relationship: that it brings only positive results. Of course, provided that it is applied.

- I guess that if it is not applied, the effects are negative?

- - Exactly!

How important is appreciation at work for the employee and the employer?

- Studies show that an appreciated employee has a higher level of well-being and a higher sense of self-worth and professional usefulness. They are characterised by better mental resilience, cope better in stressful situations and adapt more quickly to change. They act more independently, creatively and energetically. They recognise the sense in their actions and are driven by cognitive curiosity. They show optimism and humour in their relationships with others. As a result, they do their job efficiently and with enthusiasm.

What is the conclusion? Appreciation is equally important for the employee and the employer because employee satisfaction translates into motivation, quality awareness, loyalty to the organisation and a lower willingness to change jobs. Interestingly, research shows that simply witnessing appreciation from colleagues can have positive effects.

- Let's stay with these two perspectives for a moment. What kind of appreciation do employees seek the most, and what do their bosses offer?

- Managers often assume that employees primarily expect financial appreciation, so they hope that these financial benefits are enough. Sometimes, they wait with this appreciation for the moment when it is possible to award a bonus. However, employees often report the need to receive praise and positive feedback not only from their superiors but also from their colleagues, which is why it is so important to build an organisational culture based on mutual expression of appreciation. The Gallup Institute has estimated that 40% of employees are praised only a few times a year, and it should be at least once a week. A few years ago, it was proven that the average Polish supervisor praises twice a year. I will leave that without comment.

- So what, apart from the material aspect, determines the feeling of being appreciated in a team, company or organisation?

- Appreciation is usually related to caring for an employee and striving to meet his or her needs. That is why it is so important to create suitable working conditions. Non-material motivators include, among others, the creation of development opportunities, building a friendly work environment and working in a competent team - as well as ensuring efficient and constructive communication.

It is also important for employees to feel that their work is meaningful and to understand the bigger picture. Sharing information and taking time for conversations show that employees are trusted.

- What would you wish for employees and employers on this day?

- I wish us all genuine and individualised appreciation, regardless of our role in the organisation. Let's show each other appreciation and gratitude and build a supportive work environment together.

- Thank you for the interview!

Dr Dorota Godlewska-Werner is a lecturer at the Department of Economic Psychology and Organisational Psychology at the Institute of Psychology at the University of Gdańsk, as well as a business coach and consultant. Her scientific interests include organisational behaviour, leadership competencies and work engagement, as well as work-life balance issues. She conducts training in the areas of team building as well as leadership and communication skills.