How to train managers to make employees feel valued

Making employees feel appreciated is essential for a productive, motivated workplace. Yet, despite the evidence supporting this, many employees still feel overlooked.

According to Canva's recent report, shared by Fortune, approximately 44% of employees feel unappreciated or neutral about their recognition at work, and a striking 75% wish they felt more valued. This feeling of being underappreciated varies across genders and work setups, highlighting a need for intentional, inclusive appreciation efforts across all employee groups.

Consistent appreciation boosts motivation + productivity

As Charlotte Anderson, Head of People Experience at Canva, explained, “There’s a really strong link between feeling recognised and having high levels of motivation, confidence and productivity. When people don’t feel valued, they can become disengaged, which leads to lower productivity and morale. It can also add to feelings of imposter syndrome and stress as teams may feel their efforts are overlooked.”

Here’s a look at why recognition matters, how it impacts employees and what training managers need to make employees feel genuinely valued.

Why recognition matters

Employee recognition is a critical driver of motivation, engagement and confidence.

Canva’s research found that, among employees who feel appreciated, 87% experience a positive boost in motivation, 85% gain confidence and 84% report higher productivity. This impact can cascade throughout teams and departments, promoting a positive workplace culture where people feel seen and respected for their contributions.

For managers, learning how to show appreciation is essential.

Types of recognition that resonate

Effective recognition takes multiple forms, and each serves a unique purpose. Here are some key types of recognition managers should understand and practice:

1. Public acknowledgment: Recognizing achievements in team meetings, newsletters or public forums reinforces an employee’s value within the larger group. Public acknowledgment makes employees feel seen and valued by their direct managers, peers and higher leadership.
2. Private praise: Sometimes, a more personal approach is meaningful. A well-crafted, personal thank-you message or one-on-one acknowledgment demonstrates a manager’s understanding and appreciation of the specific challenges an employee has overcome.
3. Milestone celebrations: Recognizing anniversaries, project completions and other significant milestones highlights loyalty and hard work. Personalizing these acknowledgments makes them even more memorable.
4. Career + skill development opportunities: Supporting employees’ goals through training, mentorship or project leadership opportunities is a recognition that values their growth and potential. It acknowledges their strengths and aligns their ambitions with the company’s success.

The impact of feeling recognized

Employees who feel valued engage more deeply with their work, show stronger loyalty to the organization and are more likely to be productive.

Positive recognition can strengthen team morale and individual wellbeing, reducing turnover and burnout. Employees who feel appreciated also tend to show higher self-confidence and resilience, allowing them to handle challenges more effectively.

The benefits of feeling recognized extend beyond individuals and into the broader culture, creating a workplace environment where everyone feels encouraged and equipped to bring their best efforts.

The consequences of neglecting recognition

On the other hand, when employees feel overlooked, they often lose motivation and may eventually disengage. This can lead to lower productivity, increased absenteeism and a rise in employee turnover, all of which come with financial and operational costs for the company.

Canva’s report highlights that only 6% of employees who feel unappreciated are highly motivated. Lack of recognition also contributes to negative mental health impacts, with employees facing imposter syndrome, self-doubt and stress when their contributions aren’t acknowledged.

Training managers for effective recognition

To ensure employees feel appreciated, organizations must invest in training managers to give recognition in authentic, consistent ways. Here are crucial elements that should be included in manager training programs:

1. Building awareness of biases: Recognition practices should be inclusive, accounting for differences in gender, work environment and generational expectations. For example, Canva’s report noted that men freel appreciated more often than women. Training should equip managers to recognize and actively counteract biases in their appreciation efforts.
2. Creating inclusive recognition practices: Managers often need specific guidance on the best ways of showing appreciation to team members who work in hybrid or remote settings, where spontaneous recognition is less frequent. Managers should learn ways to intentionally acknowledge remote and hybrid employees, ensuring they feel equally valued compared to their on-site counterparts.
3. Offering specific, authentic feedback: Vague praise like “good job” can feel hollow. Managers should be trained to give meaningful feedback that addresses particular achievements or efforts, making the recognition genuine and impactful.
4. Incorporating recognition into daily routines: Consistent appreciation is critical. Training should encourage managers to include regular recognition opportunities in their workflows, such as beginning team meetings with a quick shoutout, sending weekly thank-you notes or setting reminders for milestone celebrations.
5. Leveraging small, meaningful gestures: Not all recognition needs to be grand. Manager training should highlight simple, frequent gestures — like personalized thank-you notes or an encouraging message during a team meeting, which can be especially powerful.

Final thoughts on employee recognition

Making employees feel appreciated requires intention and skill, particularly as work environments become more varied and diverse. Recognition needs to be inclusive and thoughtful to resonate across all employee demographics. Training managers in effective recognition practices is an investment with powerful returns — more engaged, motivated and productive employees are likelier to stay and thrive in their roles.

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