Recognition from a boss, even for successfully completing a daily task, can instantly make someone's day a little better — and those compliments can add up.
Graphic design platform Canva surveyed 1,500 professionals, finding that 56% feel appreciated or very appreciated at work; of the employees who feel highly appreciated, 94% report loving their workplace and 91% report loving their job. On the other hand, for the employees who feel underappreciated or rate their viewpoint as neutral, just 18% report loving their workplace, and 33% report loving their job. In other words,
For example, 51% of women report feeling appreciated at work compared to 63% of men. It's important for managers to address this
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"This can be due to a number of factors, whether that's unconscious bias or cultures that undervalue the contributions we typically associate with women," says Anderson. "That's something we are working really hard to change at Canva through unconscious bias training, upskilling leaders in active listening and inclusive communication and providing tailored coaching and mentoring programs that make sure women feel empowered and appreciated at every level."
Women aren't the only ones who feel underappreciated on the job. According to Canva, only 35% of hybrid workers and 15% of fully remote workers feel highly appreciated. Anderson notes that a mistake hybrid workplaces often make is subconsciously viewing their remote workers as the exception, rather than the rule. If employers want an inclusive, hybrid workplace, they have to center remote work by ensuring meetings, social events and learning opportunities are virtual.
"Canva's hybrid model is grounded in three things: flexibility, connection and inclusion," she says. "This means our ways of working are driven by remote work to ensure consistency across all the work we do. This is key in ensuring that recognition and connection aren't tied to location."
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Among generations, Gen Z is leading the charge for increasing employee recognition, with 83% reporting that they wish they felt more appreciated, followed by 77% of Millennials, 73% of Gen X and 66% of Baby Boomers. While this may make some managers roll their eyes, Anderson reminds them that Gen Z has very different expectations as professionals, and prioritize flexibility, career development and work-life balance — all factors that play a big role in influencing high performance levels.
Ultimately, employees want to be recognized and celebrated as individuals who bring something valuable to the table, underscoress Anderson. And yet, just 48% of workers can confidently say they feel seen as individuals in their workplace, according to Canva.
"We know that pride in your workplace contributes to better engagement, retention and performance," says Anderson. "That's why we've built a very goal-driven culture that celebrates the achievements we've made, not just on our product, but our people and community."
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However, recognition should go beyond acknowledging a specific accomplishment, notes Anderson. Managers and leaders throughout the company can recognize employees by giving them opportunities to develop new skills, sharing paths to promotions and directing them towards leadership or mentorship programs.
Anderson recommends two-way feedback as another crucial part of recognition. Employees should feel comfortable speaking up in meetings and check-ins, while managers should spend the time sharing where employees are excelling and where there is room for growth. If managers are having one-way conversations with their teams, they aren't connecting with them as individuals.
"There needs to be more check-ins, more asking people about their growth goals and making more time to connect," says Anderson. "It doesn't need to cost anything. It just needs to be genuine."
