Employees and managers alike often carry the ingrained idea that “everyone is replaceable”. I, however, have found that a big part of feeling valued occurs when employees are aware of the fact that they bring something to the company no one else can. So, appreciate people based on specific behaviours and results. Be intentional with your everyday conversation: make your employees feel special and always look for ways to leave a plus.

Connect moments of recognition to your company values: when you thank someone, connect the dots and put the “thank you” in the bigger framework of your company’s vision and mission.

While recognition can serve as a great motivator, it can also become a little routine when it always comes from the same direct manager. Which is not to say that you should ever hesitate to appreciate your employees for a job well done, of course! But do remember that feedback from others can pack a little more punch. So make sure to show your team that they are not only appreciated by you, but also by clients, co-workers and even executives. Pay attention when a client sends you an email to share the amazing experience he or she had with an employee or when someone from another department lets you know something along the lines of: “Anna helped me find the number I needed — she’s great!”. Then share it! Whether you decide to do so privately (in a one-on-one conversation or email) or publicly (on a company online message board or during a team meeting), either way, let your employees know that they are having an impact on clients and co-workers, reminding them of just how important their work is.

Put away your phone and social media devices when talking to someone and stimulate everybody in your company to do the same! As Simon Sinek wisely points out, there is a subconscious reaction to the presence of these devices as we use them or even just hold them while spending time with others. When your phone is in sight - upside down on the table or not - it sends out the message to people around you that they are simply less important to you. So reserve face-to-face time exclusively for exactly that: face-to-face time that fuels connection and builds relationships of trust.

Never loose sight of the importance of the human touch and try to always acknowledge the person behind the employee. Is one of your employees a young parent, who seems to have suffered from a rough night with a sick child? Bring them a coffee. Is one of your employees heartbroken or in the middle of a divorce? Leave them a little note, telling them how wonderful they truly are. Is one of your employees going through a rough patch? Let them know you are there to listen to their story if they wish to share it with you. Did one of your employees’ parents turn 80? Ask them how the birthday celebrations went. In short, show an interest in your people’s personal life and make it clear to them that they are not just an asset to you and your company, but a human being that deserves to be seen, heard and valued and, as such, belongs to the company family - no matter what they are going through in life.