The holiday season is a special time of year, filled with traditions, celebrations, and a general spirit of giving. For organizations, it presents an excellent opportunity to acknowledge and appreciate the hard work and dedication of employees. Yet, with busy schedules, tight deadlines, and year-end reviews, authentic appreciation can sometimes be overshadowed by generic gestures or token gifts. While holiday bonuses or company parties are appreciated, employees today seek something deeper—genuine recognition and authentic appreciation.
What is Authentic Appreciation at Year-end?
Authentic appreciation goes beyond the occasional “thank you” or end-of-year performance review. It involves truly acknowledging employees as individuals, celebrating their unique contributions, and ensuring they feel valued. In the context of Neuroleadership, a field that emphasizes the importance of the brain’s functioning in leadership and management, authentic appreciation is a cornerstone for fostering engagement, loyalty, and a positive work environment.
When employees feel genuinely appreciated, it activates areas in the brain associated with social bonding, trust, and positive emotions. This is more than just a momentary boost; it strengthens long-term relationships, builds loyalty, and increases overall job satisfaction. Employees who feel appreciated are more likely to stay with the organization, be productive, and even go above and beyond in their roles.
What Are the Risks of Inauthentic Appreciation?
On the flip side, inauthentic gestures of appreciation can do more harm than good. A generic gift card or a one-size-fits-all message may leave employees feeling unseen and undervalued. Empty gestures can erode trust and damage morale. Employees are quick to sense when appreciation is simply a task on the to-do list, versus when it comes from a place of genuine care and consideration.
During the holidays, when stress and expectations are high, inauthentic appreciation can exacerbate feelings of burnout and disengagement. This is especially true for employees who may already feel overlooked or undervalued throughout the year. Leaders need to ensure that holiday appreciation reflects a genuine understanding of employees’ needs, preferences, and contributions.
Why Build Authentic Appreciation Into Your Holiday Strategy?
How can organizations ensure they are authentically appreciating their employees during the holiday season? Here are 5 few key strategies that align with the principles of Neuroleadership and Authentic Appreciation:
- Personalize Your Approach
One of the most impactful ways to show appreciation is by tailoring it to each individual. Recognize employees for their unique strengths, contributions, and efforts. Additionally, knowing your employees’ appreciation language is a great advantage during holiday planning. A personal note that highlights specific achievements or qualities shows that you’re paying attention and truly value their work. Go beyond the generic “Thanks for your hard work” message, and include examples that demonstrate their value to the team and organization.
For example, instead of a mass email, write a personal message to each employee, or hold small group meetings to express gratitude. This allows for a more intimate and meaningful connection. In line with Neuroleadership, this fosters a sense of belonging and significance, which are critical for employee engagement and well-being.
- Incorporate Appreciation Into Everyday Culture
While the holidays are a natural time to express gratitude, authentic appreciation shouldn’t be reserved for just one season. Employees want to feel valued year-round. Leaders should seize the holiday season as an opportunity to reinforce a culture of appreciation that extends beyond December. By practicing Organizational Excellence through Brain-Based Leadership, the synergy of Neuroscience and Authentic Appreciation, regularly recognizing employees’ efforts, both big and small, you create an environment where people feel seen, valued, and respected.
Consider how you can integrate appreciation into everyday interactions, whether through regular check-ins, team meetings, or performance feedback sessions. When employees feel consistently appreciated, holiday gestures of gratitude will feel like an extension of an ongoing culture, rather than a one-time event.
- Consider Non-Material Forms of Appreciation
While bonuses and gifts are appreciated, sometimes the most meaningful forms of appreciation are non-material. Offer employees time off to recharge and spend with their families. Provide flexible scheduling to accommodate the demands of the season. Simple gestures like acknowledging the need for balance and rest can resonate deeply with employees, showing them that you care about their well-being, beyond their productivity.
This aligns with the idea of “social capital” in Neuromanagement, where leaders invest in the relationships and trust of their team. When employees feel that their personal lives and well-being are valued, it strengthens their emotional connection to the organization.
- Create Opportunities for Peer Recognition
Leaders aren’t the only ones who should be giving appreciation. Encourage employees to recognize and appreciate each other during the holidays. Peer recognition is incredibly powerful because it comes from colleagues who understand the daily challenges and contributions of their peers.
Consider creating a space, whether virtual or in person, for employees to share messages of gratitude. This can be as simple as a “gratitude wall,” where people can post notes or a virtual kudos board. Not only does this foster a positive team atmosphere, but it also reinforces the idea that appreciation is a shared responsibility within the organization.
- Be Mindful of Inclusivity
The holidays are a diverse time, with employees celebrating different traditions, or none at all. Ensure that your appreciation efforts are inclusive and respectful of everyone’s beliefs and preferences. Recognize that not all employees celebrate the same holidays, and be mindful of how you frame your appreciation.
Instead of focusing solely on specific holidays, consider recognizing the end of the year as a time for reflection and gratitude, making space for all employees to feel included. Inclusivity reinforces a sense of belonging, and ensures that no one feels excluded during a time meant for connection and celebration.
Conclusion
Authentically appreciating employees during the holidays is about more than just gifts or year-end bonuses. It’s about recognizing their contributions, valuing their well-being, and fostering a culture of gratitude that extends beyond a single season. By incorporating personalized gestures, regular appreciation, and a focus on inclusivity, leaders can create an environment where employees feel truly valued—not just during the holidays, but all year long.
Authentic appreciation is not just a feel-good gesture; it’s a powerful tool for building stronger, more engaged, and loyal teams. As organizations plan their holiday celebrations, they should take the time to reflect on how they can show genuine appreciation for the people who make their success possible.
Ms. Alicia J Alexander, MSL Biography
Alicia J. Alexander, MSL, is the Founder of Make A Difference Consulting in Pawtucket, RI. As an Organizational Appreciation Expert and a Certified Facilitator of The 5 Languages of Appreciation In The Workplace, she is an authority on Neuroscience and Authentic Appreciation. Ms. Alexander is a published author on the topic of Organizational Development and Change in the collegiate journal of the International Society of Development and Change. She holds a Master of Science in Leadership from Grand Canyon University, and she is pursuing a Doctor of Education degree in Organizational Leadership with an emphasis on Organizational Development (qualitative research). Ms. Alexander resides with her family in Pawtucket, RI.
