Whether your association is hybrid, remote, or 100% in person, showing association staff appreciation is vital. People need to know their work matters. But showing association staff appreciation isn’t a one-time thing. It’s about building a culture that appreciates staff not only from the top, but one that empowers staff to recognize each other’s efforts.
Association Staff Appreciation Matters
The research on employee appreciation has only gotten stronger. Well-recognized employees are 45% less likely to leave two years later. Furthermore, those receiving high-quality recognition are 65% less likely to look elsewhere. For associations with small teams and tight budgets, that’s an impactful retention tool regardless of your budget. Showing association staff appreciation strengthens the bonds between staff, leadership, and the organization.
Get Recognition Right
Association staff appreciation can’t be faked. To be effective, it must be done well or else it lands flat:
- A “great job, everyone” in an all-staff email » Instead: Be specific. Name what the person or team did well and why it mattered.
- Recognition at the annual meeting » Instead: Make it timely. Recognition loses impact the longer it waits. By then your staff has moved on and this feels like an attempt to check the box instead of authentic appreciation.
- Praise that flows to those leadership sees most. » Instead: Be equitable. Out of sight shouldn’t be out of mind. Ensure association staff appreciation includes all staff regardless of location. If praise mostly happens in person, it’s not reaching everyone.
- The same few names are recognized repeatedly. » Instead: Clue in. The more you notice work that goes under the radar, the more likely you are to see all the other ways staff contribute. Don’t forget your valuable (albeit more silent) players. It’s why building an employee appreciation culture beyond top leadership is so important.
Build an Employee Appreciation Culture
Organizational culture stems from people and their actions. A culture of appreciation is built the same way: people taking sustainable, consistent actions that recognize each other’s contributions. Try these tips to shape your association staff appreciation culture:
- Make it routine. Add a standing “wins” item to all-staff meetings and team meetings. Separately, create a kudos channel in Teams or Slack. Make appreciation a habit.
- Equip managers. Most recognition happens (or doesn’t) at the manager level. While managers are oftentimes promoted for their technical skills, as culture carriers, it’s equally important to shore up “people skills” including recognition. When managers model it, the rest of the team follows.
- Budget it. Give managers permission to spend a small amount of time and money on recognition.
- Peer recognition. Appreciation shouldn’t only come from the top. Colleagues often see what leaders miss. Set up feedback loops so colleagues can talk up how teammates showed up when it mattered most.
- Protect time off. Encourage staff to fully disconnect and plan coverage so they can.
- Invest in growth. A certification, a conference, or a stretch project says “we see your future here.”
- Offer flexibility. Trusting people with when and where they work is a powerful form of respect.
- Share the credit. When your board or members praise a program, pass it along to the staff who made it happen, by name.
Make Association Staff Appreciation a Lasting Habit
People want to know they matter and that they’re valued. Recognizing staff’s work shows that you see and appreciate their efforts. It’s a powerful leadership habit. But recognition must be authentic and should be ongoing. Building a culture of appreciation can do more to safeguard your association’s talented staff, and keep your association’s momentum, than any single act.
Want help building a workplace culture where people feel valued? Let’s talk.