Skip to main content

At Health & Benefits Partners, we have a saying: to have insurance, you need assurance. By that, we mean making a promise or pledge of some kind. As a conscious business owner, you alone underscore the collective dedication of your company’s workforce.

So, what’s your “assurance” package?

Do your employees feel valued?

What about encouraged or incentivized?

Staff appreciation and motivation are not buzzwords but critical factors contributing to the bottom line.

In a 2022 survey, over 45 percent of American employees and job seekers previously quit a nine-to-five gig. The reason: absent behaviors. What kind, exactly? An apparent need for more appreciation and recognition from the higher-ups.

Whereas, a Gallup poll found 30 percent of employees planned to stay seated. They cited that their employer intentionally (and regularly) celebrate progress. No runaround. No sudden urge to play musical chairs (a.k.a. job hop). They’re, quite simply, happy in their environment.


Employee appreciation walks a fine line. It’s not something acquired but rather required. Thanks to a turbulent economy, the rise of greater inclusion, and hybrid operations, humans grapple with cohesion. To form a solid unit, you need solid ground.

These tips will help—now more than ever.

Cultivate a Culture of Appreciation

  • Highlight individual achievements via team meetings or other public channels
  • Organize team-building exercises celebrating camaraderie as well as milestones
  • Craft thank-you notes, emails, or handwritten letters of acknowledgment

Invite Opportunities for Growth and Development

  • Offer training and learning programs, workshops, and one-on-one mentoring
  • Provide an annual stipend for off-campus vocational and continuing education courses
  • Incorporate coaching and soft skills development for improved problem solving

Foster Effective Communication Channels

  • Administer semi-annual employee surveys and take action based on the feedback
  • Host anonymous “suggestion boxes” to safely and transparently entertain opinions
  • Brainstorm new ideas and strategies via company-sponsored lunches and potlucks

Incentivize and Reward Achievements

  • Introduce gamification, a points system for unique prizes, time off, and other rewards
  • Set up pay structures, including performance bonuses and year-end contributions
  • Allow high achievers to take liberties—extra PTO or flex time for a job well done

Promote Work-Life Balance

  • Arrange hybrid, remote, and/or four-day work weeks (assuming your industry permits)
  • Boast strong paid leave coverage for caregivers, new parents, and other life events
  • Institute corporate wellness, volunteerism, and flexible working hours based on the need

Lead by Example

  • Play to employee strengths/personalities, assigning tasks that align with their talents
  • Champion an open-door policy and approach interactions with bright-eyed curiosity
  • Express copious gratitude off-the-cuff, on-the-fly, and via premeditated means

Aside from the above, check out this expanded list of incentives to round out your planning.


However, the nexus between appreciation and inspiration would suggest otherwise. Remember, when you invest in your employees’ happiness and success, they become enthusiastic brand ambassadors. And when they feel self-assured, you’ll have nothing to lose and everything to gain. Profits, customers, loyalty, and legacy—you name it.

At Health & Benefits Partners, we’re here to help you make the right decisions for your employees and your business. After all, our philosophy is direct: we keep our word and agreements, value fairness and justice, and never falter in our beliefs. Our basic tenets of integrity, solutions, communications, and history reflect a positive company culture.

That’s “assurance” you can count on.

Ready to provide safety? To retain your workforce? Start with insurance options that cover the gamut. You can bet your staff will be nothing short of appreciative. Reach out today.