6 Tips to make your team feel more valued

In any organisation, it is always important to ensure employees feel valued, not only to promote positive mental health and wellbeing, but a valued employee will result in a happier more productive workforce and improve retention rates.

We recently surveyed Office & Specialist Support staff in our Non-Profit Salary, Rewards & Retention Survey (comprising of professionals within data, supporter care, administration, operations, events, EA/PA and prospect research). Overall, 51% reported feeling quite or extremely happy in their role, much lower than the average for all job functions we surveyed, at 63%.

More worryingly though was that Office & Specialist Support staff within the sector said they feel less valued, at 36%, up by 11% from our 2023 survey results. 40% also feel their job is negatively impacting their mental health & wellbeing, up by 10% in the last 12 months.

Why is it important to ensure your team feel valued?
 
Many support professionals work within the charity sector because they are cause and value driven, they understand the importance of their role and how this contributes to the bigger aims of the organisation. 
 
During a time where non-profit organisations are feeling additional pressures externally (such as over stretched services or funding), it is natural that this will impact employees, who may then feel more stressed and experience burnout.  There are several benefits to ensuring your team feel valued, including:

• Increased productivity within your team - your team will be more motivated and engaged.
• Increased team morale - which leads to better collaboration, teamwork and loyalty.
• Reduced staff turnover - saving costs.
• Good brand reputation - it will be easier to attract new staff.
  
  

So, what strategies can you adopt?

Here are 6 tips and strategies you can adopt to help you ensure your team feel more valued:

Recognise and celebrate achievements

Not every person feels confident enough to promote their own achievements within their team, so it’s important for managers and senior leaders to acknowledge and celebrate these accomplishments to show that their efforts have been noticed and appreciated. 
 
This can be done through team meetings, internal updates or even privately with individuals. Achievements don’t necessarily require grand gestures. Thanking someone, showcasing what they did, said or produced and the outcome of this and what it achieved, can go a long way. When employees work remotely or hybrid, include other key employees in that communication.

Allow for open communication 

Holding regular one to one meetings with team members provides a space for open dialogue, feedback and personal growth discussions. Not only are these sessions an opportunity to talk about the wider organisational goals/ strategies/ campaigns, but it is also an opportunity to talk about how they can make an impact. 
 
However, it isn’t enough to simply provide a space to talk, it’s important that employees feel heard, understood and that any concerns they may have are taken on board and not dismissed.

Create an inclusive workforce 

Allowing people to be their authentic self at work creates an inclusive environment where employees feel comfortable expressing themselves without fear of judgment or negative consequences. When individuals feel that their unique backgrounds, perspectives, and contributions are recognised and appreciated, they are more likely to feel accepted and included within the organisation. You can find out more about creating an inclusive workforce including downloading our free Inclusive Recruitment Guide on our D&I Hub.

Provide autonomy and trust 

Allow team members to take ownership of their projects and empower decision making. Avoid micromanaging and trust that your team knows how to execute their work and give them space to do so. Offer guidance and support where required but avoid constant oversight. When people feel trusted to make their own decisions, they feel more respected and valued.

Foster a culture of feedback 

Encouraging employees to give feedback to management shows that their input is valuable. However, it is important that if you ask for feedback, it is received and considered. If staff offer suggestions or express concerns, follow up and let them know the status of those issues. This demonstrates that their opinions have a real impact.

Mentorship, leadership and development opportunities

Encourage mentorship within the team, pairing newer members with more experienced colleagues. It helps staff feel supported and promotes knowledge sharing. Give team members opportunities to lead on projects or initiatives, which can help them feel valued and build their leadership skills. Create a development plan for employees and actively support them to achieve their goals, showing you are truly invested in their career.

I hope you find these tips useful and can implement them in your organisation to support your teams. You can find further advice and resources to support your recruitment on our Resources & Support Hub or alternatively contact myself or the Office & Specialist Support team on 020 7198 6020 or emailing gemma.hannington@tpp.co.uk.