In today’s competitive talent market, retaining top performers is a priority for HR professionals. But simply offering competitive salaries and benefits isn’t enough anymore. Employees crave a sense of purpose and belonging – they want to feel valued for their contributions.

But how do you know if your employees actually feel valued?

According to a recent survey, 66% of employees say they would leave their job if they didn’t feel appreciated.

Taking the Temperature: Assessing Employee Value

Before implementing a strategy, it’s crucial to understand your current state. Here are some ways to gauge how valued your employees feel:

  1. Employee engagement surveys: Regular surveys with anonymous responses can provide valuable insights into employee satisfaction and areas for improvement.
  2. Exit interviews: Exit interviews offer a chance to understand why an employee is leaving and identify recurring themes related to feeling valued.
  3. Focus groups: Organize small group discussions to gather qualitative feedback on company culture, recognition, and professional development opportunities.
  4. Stay interviews: Proactive check-ins with high performers can help identify potential roadblocks and ensure they feel valued enough to stay.

By using these methods, you can establish a baseline and track progress as you implement initiatives to cultivate a culture of value.

1. Invest in Recognition (Beyond the Annual Review)

Once you understand your employees’ needs, you can tailor your approach. Here are some key strategies to consider:

  • Peer-to-peer recognition programs: 41% of employees want to be recognized by a peer, so allow employees to publicly thank their colleagues for their support or going the extra mile.
  • Spot bonuses or small gifts: A timely reward for exceeding expectations shows employees their hard work doesn’t go unnoticed.
  • Personalized feedback: Public praise is great, but don’t underestimate the power of a sincere “thank you” or a handwritten note.

2. Prioritize Growth and Development

Employees who feel stagnant and unchallenged are more likely to seek opportunities elsewhere. In fact, 65% of employees prefer non-monetary incentives. Focus on professional development by:

  • Offering training and mentorship programs: Help employees build new skills and advance their careers within the company.
  • Encouraging cross-departmental collaboration: Broaden perspectives and expose employees to new areas of the business.
  • Supporting educational pursuits: Consider tuition reimbursement programs or offering flexible hours to attend relevant courses.

3. Foster Open Communication and Feedback

Employees who feel heard and valued are more engaged. Create a safe space for open communication by:

  • Conducting regular employee surveys: Gather feedback on company culture, workload, and development opportunities.
  • Organize town hall meetings: Give leadership the chance to address concerns and share company goals.
  • Implement an “open door” policy: Encourage employees to feel comfortable approaching HR or managers with questions or concerns.

Don’t just tuck these concerns away, utilize them when creating action plans.

4. Promote Work-Life Balance and Well-Being

Feeling valued extends beyond work itself:

  • Offering flexible work arrangements: Allow employees to manage their workloads and personal lives effectively.
  • Promoting healthy habits: Organize wellness programs or offer gym memberships to support employee well-being.
  • Recognizing the importance of personal time: Encourage employees to use PTO and avoid glorifying overwork.

By implementing these strategies, we can create a work environment where employees feel valued, respected, and motivated to contribute their best work. Remember, a happy and engaged workforce is a productive workforce, leading to a competitive advantage for your company.


In March leaders of both PROMAN and PeopleShare came together in Miami for a 2024 Kickoff Meeting!

We were all joined together and welcomed PROMAN Group President, Roland Gomez, Director of Marketing, Camille Jankowski, along with our, CEO of PROMAN Group USA, Gilles Tanneur!

Roland gave an outstanding presentation including the history of PROMAN and what is to come.  The new PROMAN logos were introduced for all brands.

This was a very successful event, and the message of our CEO was the key point to this meeting “STRONGER TOGETHER”!

PROMAN and PeopleShare are one company under the PROMAN GROUP Family!

Since the March meeting, it has been very exciting times integrating both sides of the FAMILY coming together and structuring different areas to oversee both sides.

PROMAN and PeopleShare are VERY EXCITED to continue this journey of growth together to reach all our goals!