What’s at the top of your workers’ holiday wish list? Not books or a bottle of wine. Our recent study, Resetting Normal, found that just 33% of employees agree that their manager adequately recognizes staff contributions, so your workers don’t just want, but need, recognition this time of year.

Does that data seem too low to reflect your team? Think again. Managers regularly overestimate their own performance and underestimate their employees’ needs for regular check-ins and appreciation.

To close this gap, incorporate a strategy for employee recognition into your organization. Here are our top reward and recognition ideas for your team:

Take employee recognition public

Dedicate a staff meeting to recognize milestones reached by your employees this year. Not only will it boost the morale of those acknowledged, but it’ll also signal to others behaviors valued at your organization and energize your workforce.

If an employee outperforms expectations and the next staff meeting isn’t for a few days, show appreciation now. Send a public message to your team’s group chat describing your employee’s accomplishment and encourage colleagues to congratulate them. Don’t wait for the official Employee Appreciation Day (is it marked on your calendar?) to publicly acknowledge your employees for a job well done.

Send a care package

It’s been a tough year for everyone. Don’t skimp and send just a card to your employees. Many companies have sprung up across the US since the start of the pandemic offering customized care packages for workers. Send one to your employees and they’ll feel extra appreciated for receiving a variety of gifts.

The more you give, the more you get back. Companies that spend more than 1% of payroll on employee rewards and gifts see an 85% increase in engagement– than those that spend a lower amount see 11% less in return.

Encourage peer-to-peer recognition

Remote working and hybrid offices are making it harder for employees to feel connected to each other. The Global Culture Report for 2022 found that almost half of employees interacted with fewer people at work over the past year, while 57% say they engage in fewer work-related social activities. Developing a peer-to-peer recognition program not only creates an outlet for employee appreciation but also fosters comradery and connections amongst colleagues. It’s a win-win.

Luckily there are plenty of online tools available where workers can acknowledge other team members while earning rewards such as gift cards and donations to their choice of charity. Incorporate one into your workplace and you’ll have a recognition program that runs itself.

Combine employee rewards with a charity fundraiser

Want to take team comradery to the next level while also showing employee appreciation? Set up a charity fundraiser where workers can donate their time/money, work together and earn rewards like extra days off or early release.

Make sure to get your team’s input on which charity to donate to. If the logistics of setting up a fundraiser are too difficult, donate in their name instead. They’ll appreciate their voice being heard, leading to increased employee engagement.

Show appreciation 1-on-1

1 in 3 workers reported feeling disconnected from their leaders in 2021. Take the time to meet 1-on-1 with your team members to show appreciation and highlight specific accomplishments they’ve achieved. If you can’t do the 1-on-1 in person, pick a video call instead of the phone- seeing each other’s faces will help create a connection and make the employee recognition feel more personable.

This is especially true for younger workers who need closer mentoring and feel more isolated than their older colleagues. Carve out time in your calendar to meet regularly with them- they’ll feel more connected, more appreciated, and more likely to stay with your company for the long haul.

Still stuck? Look to your employees

Need more reward and recognition ideas? Look no further than your own workers. Create a survey where employees can pick their preferred way to be acknowledged or simply ask team members during your next 1-on-1 or staff meeting. You’re guaranteed to recognize your employees in a way that’s best for them.

And don’t forget to take these ideas and incorporate them into plans for the official Employee Appreciation Day, specialized workplace holidays, and developing an employee rewards program for your company.

While the end of the year is a crucial time to acknowledge your employees, your company needs to create a year-round recognition program to keep workers engaged. At Adecco, we’re dedicated to helping your organization do just that. Read our article on how to develop an effective recognition and rewards program or download our ‘Resetting Normal’ report for more workplace insights.

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Why aren’t you working right now?

5 million Americans say there’s one big reason: They’re caring for children who aren’t in school or daycare.

Frequent COVID-19 outbreaks are creating unexpected school closures and quarantines – and 80% of daycare centers report that they’re struggling to find enough child-care workers.

And the resulting juggling act for parents has hit their careers hard. Families are getting frazzled, and many women’s careers are being put on pause (Nearly 1.6 million mothers have left the American workforce in the pandemic era, leading to the lowest female participation rates since the 1970s). In turn, employers are finding it harder to hire and retain talent.

At Adecco, we believe the pandemic is an opportunity to reimagine work, and part of that is rethinking that elusive work/life balance. Below, learn what employers can do to attract and retain working parents.

Instill a family-friendly culture

Reduce stress and anxiety for working parents by ensuring your managers have the right mindset. Refocus their thinking on the value working parents bring to the table, including adaptability, leadership, and empathy. Supervisors can be more understanding of disruptions caused by sick children and daycare surprises (which are often causes of absenteeism and turnover). If you can, consider offering stipends for daycare or educational expenses. And – crucially – make sure employees exercising these benefits don’t face stigma or other barriers.

Meet parents where they are

Avoid making assumptions about what you think is best, and let parents take the lead. Make sure they feel comfortable telling you what accommodations work for them and which ones don’t by conducting listening sessions and anonymous surveys. When employers let parents decide what they can take on, they can stop the vicious cycle that can stunt parents’ career growth or cause them to stay out of the workforce altogether.

Measure performance on results, not hours

In workplaces where staying late is more important than the work getting done, parents can really struggle. Establish meaningful performance metrics based on merit, not hours. Discourage presenteeism and ‘busy metrics’ that could exacerbate burnout and turnover. These types of expectations can leave parents labeled as not committed or excited about their jobs. In turn, they can miss out on big projects or opportunities to advance their careers. Again, this is another area where employers can step up and make an effort to create pathways for parents to advance and grow in their roles.

Rethink location

Parents tend to make location decisions based on school districts, housing costs, and their neighborhood or community. On the other hand, employers may prefer big cities or major industry hubs, but these may be precisely the districts working parents would rather avoid. While incentives like relocation packages only work for those with the flexibility and freedom to relocate geographically, opening up to more hybrid or fully remote positions can be key to getting fresh and committed talent.

At Adecco, we believe a diverse and welcoming workplace is key for every business’s long-term success. For more insights on the complex, unfolding issues shaping our working world, download our research paper, Resetting Normal: Defining The New Era Of Work.

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The pandemic has blurred the line between personal and professional life over the last 18 months, and in turn, mental illness has risen sharply. In a work setting, the symptoms of mental health problems can be complex and hard to pin down. We might have trouble getting motivated, avoid colleagues, become chaotic, or make mistakes that we wouldn’t typically make. Or we might experience burnout, a particular type of work-related stress, that Mayo Clinic describes as a state of physical or emotional exhaustion that involves a sense of reduced accomplishment and loss of personal identity.

If you’re feeling this way, you’re not alone: 32% of office workers globally said their mental health has worsened in the last 12 months, while 4 in 10 said worker burnout was a big concern for them. On the upside, more and more businesses are treating mental health as an urgent priority, but many workers still worry about the stigma and damage to their reputation at work.

So, what can we do to protect our mental health at work?

1. Practice self-love

When people push themselves too hard for too long, the loss of power and control can be overwhelming. People suffering from burnout tend to berate and blame themselves, but to move forward, it’s essential to forgive yourself for those perceived mistakes. Neuroscientists have discovered a direct link between self-compassion, resilience, and success. Only when we learn to accept our current position and forgive ourselves can we begin to take our power back.

2. Reframe the way you look at work

The antidote to burnout is not necessarily less work but more meaning. Whether you have a high-octane, high-pressure job, or one that is mundane and repetitive, try to find the value in what you do. Celebrate the little wins and focus on how your role helps others. Changing your attitude towards your job can help you regain a feeling of purpose and control.

3. Prioritize your relationships

Make time to maintain friendships, family ties, and bonds with your workmates, especially when work feels overwhelming. Mentors or small groups of trusted colleagues can provide a lifeline, so find out what support groups are available in your company. Or, if you can’t find what you’re looking for internally, look elsewhere. Organizations like Mental Health America can connect you with excellent support networks near you.

4. Look after your body

What’s good for your body is good for your mind. Make physical activity that you enjoy a part of your day, even if it’s a walk at lunchtime or exercise after work (making you officially off the clock). Aim for regular meals, drink plenty of water, and make sure you take time away to eat if you work at a desk. If you drink alcohol, don’t overdo it. Find other ways to unwind, like taking a much-needed vacation or practicing meditation or mindfulness.

5. Take a break

Don’t hedge your sense of worth solely around professional success. Think about what other skills you have. Achieving something outside work can boost your self-esteem, whether that’s reaching your daily steps target on your pedometer, knitting a sweater, or making a delicious meal for your family. 

6. Talk about it

Opening up isn’t a sign of weakness; it’s part of taking charge of your health.  Many employers provide paid or subsidized access to external resources that you can use anonymously; speak to HR about what’s available. It can be hard to talk about feelings at work, so you must find someone you feel comfortable with, whether your boss or a colleague.

7. Ask for help

If you feel your state of mind is affecting your ability to do your job, it’s probably time to talk to your boss. Although this can feel daunting, remember that your manager may be struggling to spot when employees have mental health issues, especially in remote settings (53% of all managers we surveyed said they struggled with this).

Set up a pre-planned face-to-face meeting, whether virtually or in person. In advance of the meeting, think through what you want to share and rehearse what you’re going to say. Be ready to explain how your mental health is affecting your work. If the cause is work-related, say it. If you can, come to the meeting prepared with suggestions about what your boss can do to help you. For example, if overwork is the problem, maybe you can suggest some non-urgent tasks to take off your plate. Or perhaps your boss could reduce your exposure to some of your more stressful responsibilities and colleagues.

Unfortunately, the harsh reality is that not every boss will respond with the compassion you deserve, so know what to do if the conversation doesn’t go well. Have a backup contact, perhaps someone in HR to talk to or a co-worker who can offer support.

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Overwhelmed, overworked, and overscheduled. If you’re not already prioritizing mental health needs of your workers, the time to act is now. Beyond the impact to your employees’ physical health (dramatically increased risk of stroke, fatal heart disease, substance abuse, and more), the costs for employers include high turnover, absenteeism, poor customer care, and declining organizational performance. Alarmingly, research shows that burnout can be contagious, impacting entire workforces.

According to just released Adecco research, 32% of workers globally said their mental health deteriorated in the last 12 months, while 4 in 10 said burnout is a significant cause for concern. And compounding the risk, 53% of all managers said they have not found it easy to identify when staff may be struggling.

Even small, subtle culture changes can have an outsized impact on your employees’ wellbeing. Here are four common-sense steps you can take to promote wellness among your workers (and consider sharing our tips for employees to avoid burnout):

1. Normalize mental health in your workplace

Acknowledging that mental illness is just like any other physical condition can make it easier for employees to bring up the challenges they’re facing. Warning signs like lethargy, cynicism, and absenteeism are more likely to go unnoticed in virtual or hybrid environments. Without daily in-person interactions to see facial expressions and body language, managers can struggle to spot emerging problems before it’s too late.

Make sure your leaders proactively send the message that your workplace is a safe place to talk openly. Consider leadership panels and group discussion circles where leaders share their personal experiences and advocate for self-care.

2. Meet people where they are

Leaders play a huge role in building a culture that supports inclusion and compassion. Mental health is fluid and can fluctuate as circumstances change. One person may be overwhelmed today, fine tomorrow, and struggling with unbearable anxiety the next week.

Remember that millions of Americans are dealing with financial struggles or personal grief in the pandemic’s wake. Some employee populations are more vulnerable to risk factors than others: Parents are shouldering the tremendous burden of school and daycare closures. And communities of color are at heightened risk because of larger challenges accessing mental healthcare and higher COVID hospitalization rates.

3. Reach out to remote workers

With the abrupt decline in face-to-face contact, it’s easy to forget how important we are to one another at work, setting the scene for feeling disconnected, a precursor to mental ill-health. Leaders can implement strategies to build social belonging, like buddy systems, mentor networks, and peer support groups. Find ways to talk more often, share more often, and ask questions that encourage employees to open up. Younger workers are at a particular risk of feeling stressed and isolated in today’s environment. Even something as simple as starting online meetings with five minutes of non-work-related small talk can increase feelings of connectedness and give leaders better opportunities to spot looming mental health problems.

4. Make healthy work-life balance a non-negotiable

Long working hours are a huge occupational health hazard. Yet, in America, many take pride in consistently working hours that the WHO considers dangerous. The US has been dubbed the ‘no vacation nation’ in stark contrast to places like the EU, where employees are entitled to a minimum of 20 days. Leaders must encourage self-care by instilling a culture of ample rest breaks and downtime (and by not glamorizing long hours). Stepping away from the daily grind helps employees recalibrate their perspective and often leads to the best ideas and innovations.

At Adecco, we believe the pandemic is an excellent opportunity to build a smarter and more purposeful workplace. For more insights on the complex, unfolding issues shaping our working world take a look at our freshly launched research Resetting Normal: Defining The New Era Of Work.

And why not share our guide to mental health at work with your employees?

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