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Everyone wants to feel valued for the work that they do, but some employees are feeling more neglected than others—and it’s hurting how they show up to their jobs.
About 56% of employees currently feel appreciated or very appreciated at work, according to a new report from Canva, a graphic design platform. But 44% feel unacknowledged or neutral in how their employer addresses their contributions, and 75% of workers overall wish they felt more valued.
But not all workers are feeling appreciated to the same degree. Gender, work environment, and generational factors all have an impact on how employees feel about the way they’re treated. For example, around 63% of men feel appreciated or highly appreciated, compared to 51% of women. Meanwhile, 28% of women say they feel undervalued or neutral, compared to 16% of men.
Charlotte Anderson, head of people experience at Canva, tells Fortune this gender divide stems from a range of factors, including unconscious biases in recognition practices, and company cultures that undervalue women’s contributions. “It’s disappointing to see the gender divide in this space,” she says.
Flexible work arrangements also play a big part in how much employees feel valued. Out of employees who feel highly appreciated for their contributions, about 50% work on-site, 35% are hybrid, and 15% are fully remote, according to the report. This may be a consequence of bosses struggling to lead flexible teams; about 70% of managers say they’ve received no formal training on how to handle hybrid workers, according to a 2024 report from Gallup.
“Traditionally, people who work onsite may receive more visible recognition, like face-to-face feedback or kudos, while remote and hybrid teams may miss out on having these meaningful, real-time moments, unless practices are intentionally designed to be inclusive,” says Anderson.
How proactive and intentional businesses are about showing appreciation can make a big impact, according to the report. Among employees who feel appreciated, about 87% say gestures that make them feel valued positively impact their motivation, 85% report they boost their confidence, and 84% note they enhance their productivity, according to the report. Comparatively, only 6% of staffers who don’t feel appreciated say they are highly motivated.
“There’s a really strong link between feeling recognised and having high levels of motivation, confidence, and productivity,” says Anderson. “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.”
Anderson says that workplaces can build an effective system of appreciation by being consistent and genuine. Ways to show employees they’re valued include making sure workers feel listened to, offering flexible work options and benefits, and making an organization-wide plan for work-life balance. Frequent displays of appreciation are also critical—among staffers who feel highly valued, 71% are recognized at least a few times a month.
“Recognition shouldn’t be limited to annual reviews—it needs to happen frequently and authentically,” says Anderson. “Managers can create meaningful impact with small gestures, like sending a personalized thank you message, publicly acknowledging someone’s work in a team meeting, or celebrating milestones like work anniversaries in creative ways.”
Emma Burleigh
emma.burleigh@fortune.com
Around the Table
A round-up of the most important HR headlines.
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Watercooler
Everything you need to know from Fortune.
Fine print. A Microsoft executive says that the company will not enforce a five-day RTO mandate so long as productivity doesn’t suffer among its teams. —Christiaan Hetzner
New path. Most Americans have seen that Gen Z is showing more interest in trade work due to high college tuition costs and a shaky white-collar job market. —Chloe Berger
Cycling staffers. Employers are increasingly “ever-boarding”—constantly training their employees to work across different functions of their companies to keep costs low and retention high. —Annie D’Innocenzio, AP
