Make Every Day Employee Appreciation Day in 2025

Employee Appreciation Day, which occurs on the first Friday of March, recognizes employees for the valuable contributions they make every day. But while many companies celebrate this annual event with catered lunches or gift baskets, these one-off gestures don’t convey how much each worker’s efforts are valued year-round.

According to O.C. Tanner’s 2025 Global Culture Report, one-third of employees are in survival mode at work. But when those employees receive recognition, positive associations like sense of belonging, job satisfaction, and fulfillment skyrocket. While one-off celebrations offer a great opportunity to give employees special recognition, those moments don’t have to be confined to one day.

Rather than thinking of National Employee Appreciation Day, also known as National Employee Recognition Day, as a single special day, create a culture where employees feel recognized on an ongoing basis. Saying “thank you” for small acts, whether publicly or privately, helps team members recognize the meaningful impact of their work. Regularly expressing gratitude builds trust and goodwill, improves engagement, and fuels long-term performance.

Find out how to thread “Happy Employee Appreciation Day” messaging throughout your culture to celebrate employees every day, not just once a year.

Why employee recognition should be a year-round priority

Designing recognition for talent retention plays a crucial role in fostering employee engagement within an organization. When employees feel recognized and appreciated, they’re more likely to be satisfied with their jobs and remain loyal to the organization. In fact, employees who considered themselves well-recognized in 2022 were 45% less likely to have turned over by 2024, according to Gallup and Workhuman’s latest Human-Centered Workplace report.

It doesn’t take grand gestures to achieve these outcomes. In fact, experiencing small acts of recognition from business leaders, managers, and peers throughout the year often produces a more positive impact on morale than an extravagant event once per year.

“The type of recognition that we’re talking about here is one where people feel seen and appreciated,” says Betterworks Program Strategy Director Caitlin Collins. “That goes a very long way to really having a happiness quotient at work.”

When recognition becomes a regular practice, it becomes part of your organizational culture and helps people see the value in their own work. A culture of recognition increases employee engagement, as people feel more connected to organizational goals and values when their work is acknowledged. 

“Over time, as you build that culture,” Caitlin says, “that’ll really resonate a lot in performance, productivity, engagement, and wellness. It’s a positive contributing factor.”

Why one-off employee recognition activities can erode trust

Employee recognition isn’t automatically positive. One-off activities can even erode trust, depending on how they’re handled. Here are a few common employee recognition mistakes, and how they might undermine your workplace culture. 

Selective recognition

If you only recognize employees once a year, it’s hard to acknowledge each person individually. Often, the same few top performers receive the most public recognition from leadership, which can cause others to feel left out or that their work is less valued. This can create resentment within teams while signaling to employees that only certain types of employees are worth recognizing.

Performative recognition

Blanket recognition without personal meaning can feel hollow. Andrea Lagan, Chief Operating Officer at Betterworks, points out that vague thank-yous and generic gestures—like a company-wide email or a standard gift card—often fall flat. 

Performative recognition can backfire if employees believe leaders are putting on a show rather than recognizing them for specific contributions. “You want to thank people, but you want to be very specific in why you’re thanking or recognizing them,” Andrea says, “so they feel like you’re actually paying attention to the details.”

Insincere motives

One-off monetary or material rewards may be perceived as a superficial attempt to boost morale—and drive output—rather than sincere appreciation. That’s not to say that you shouldn’t offer material rewards on Employee Recognition Day or other occasions. But to carry real meaning, these kinds of offerings need to be structured within a larger strategy for recognition and total rewards.

Untailored recognition

Everyone likes to be recognized differently, but a generic, annual recognition event doesn’t give you the chance to personalize your appreciation. While many people do enjoy public praise, for example, others shy away or even find it embarrassing. By building the habit of ongoing recognition throughout the year, leaders can learn how employees want to be recognized and shape their Employee Appreciation Day ideas to meet those needs.

Infrequent attention

Infrequent, sporadic recognition leaves most of the year without acknowledgment and fails to develop trust through consistency over time. If not followed up on after the one-time event, employees may feel recognition was just for show rather than a priority, diminishing their trust in leadership’s sincerity. 

12 Employee Recognition Day ideas to carry throughout the year

Employee Recognition Day activities will be more meaningful and sincere when they’re part of a framework of frequent recognition. Layering in additional activities and rewards for special occasions can strengthen the bonds between employees, their managers, and the organization.

Here are some employee recognition ideas to help you celebrate Employee Appreciation Day as part of a year-round recognition program.

Connect employees with company leaders

In the weeks leading up to Employee Recognition Day, make time for the CEO or other executives to have one-on-one or small-group lunches (depending on the size of your organization). These meetings can occur virtually or in person. They give employees the chance to feel seen and appreciated by business leaders, who, in turn, get a better understanding of their workforce.

Highlight actions that reflect company values

Organize events that recognize employees’ contributions to company culture. Use these occasions to give awards or other recognition to individuals or teams who demonstrate exceptional commitment to company values. HR leaders can also use Employee Recognition Day to share stories about employees who exemplify organizational values, showcase their achievements, and inspire others to do the same.

Exchange personalized “thank you” cards

Encourage managers to write personalized notes to their team members that include specific actions or employee achievements they appreciate. Encourage employees to pay it forward with a stack of blank “thank you” cards they can send to colleagues. This encourages individual, personalized recognition that fosters a positive and supportive work environment.

Exchanging handwritten notes can be a powerful gesture for remote employees, too, although HR leaders and managers might need to coordinate this effort more carefully.

Bring people together over food

Cater a nice lunch for your staff so they can enjoy a meal together. During this lunch, you can encourage employees to share what they’re most proud of accomplishing during the past year. Alternatively, arrange for treats or snacks to be delivered to the break room. For employees working remotely, provide food delivery gift cards and encourage teams to share a virtual lunch together. 

The small gesture of bonding over food can go a long way in showing appreciation and boosting employee morale.

Host an awards ceremony

Host an awards ceremony (virtually or in person) where employees are recognized for their outstanding performance, teamwork, and other notable achievements. Consider creating fun and unique awards that reflect the company’s culture and highlight individual team members’ strengths.

Shine a light on employees’ great work

Highlight a few team members each week leading up to Employee Recognition Day, highlighting their specific achievements or how they contribute to the culture. This helps managers publicly recognize team members in a structured way. You can post these messages on your company’s intranet or messaging app or share them via employee feedback software.

Recognize employees on company social media channels

Work with your company’s marketing team to publicly recognize and appreciate employees through your social media channels. Share achievements, milestones, and positive feedback from clients or colleagues.  

Send tailored care packages

Send care packages to employees’ homes that promote relaxation, self-care, and well-being. These kits could include items like scented candles, stress-relief toys, healthy snacks, or personalized company merchandise.  

Empower employees to treat themselves

Gift cards are a common employee gift, but you don’t need to give everyone the same freebie. Consider personalized gift cards that allow them to choose a gift of their preference from a pre-selected list. This shows appreciation while offering flexibility. Services like Sugarwish and Giftagram are just two of the options that allow customization for employee gifts.

Encourage peer-to-peer recognition

Employee Appreciation Day aligns with Co-Worker Appreciation Day. In the spirit of the day, year-round recognition programs should also include peer-to-peer acknowledgment, which can improve team dynamics, collaboration, and job satisfaction. Provide formal and informal opportunities for employees to give shout-outs, support each other, and live the company’s values.

Betterworks, for example, enables goal cheering, where employees and managers can publicly acknowledge progress in real-time. “Even when you go in and cheer somebody else’s goal and the progress they’re making, that’s recognition,” Andrea says. “It’s saying, ‘Hey, I see what you’re doing, and I want to take a second to acknowledge it.’”​

Recognize employees’ support systems

A less conventional approach to recognition is acknowledging employees’ families for the role they play in their success. Andrea notes that when employees go above and beyond, it often means sacrificing personal or family time. “A unique approach to recognition would be like recognizing not just the employee, but the employee’s family members, spouses, or kids,” she says. 

Whether through a family-friendly appreciation event or a small, personal note, this approach can reinforce a culture that values work-life balance and holistic employee well-being.

Make recognition meaningful and interactive

Recognition is most meaningful when it’s thoughtful and tied to something personal to the employee. Andrea shares an example of a leader at Betterworks who introduced a “team meal time” to celebrate his team’s success. Employees were given a budget to order a meal that was special to them, then gathered virtually to share their choices and experiences. The casual event blended recognition, team bonding, and celebration—making it a powerful, memorable experience.

Integrating recognition into your company culture

Frequent and targeted recognition is key to a high-performing company culture where employees feel happy and aligned. To achieve those outcomes, you need to build recognition into your company’s daily processes. Let’s explore a few employee recognition best practices to get started.

Establish an employee recognition program framework

Lean into employee engagement or company culture surveys to understand current recognition practices and identify opportunities for improvement. Make sure follow-up goals are specific. If managers aren’t currently checking in with employees regularly, for instance, set a goal to increase check-ins by a certain percentage.

Communicate recognition goals and expectations to managers. Focus on the “why” behind building a culture of employee recognition. “Tie how you recognize employees to the values that are most important to you as an organization,” Andrea says. “The easier you make it to do that, the more everyone in the company can walk the talk of the company values.”

Gather feedback from participants regularly and adjust the program over time. Track the company’s progress against your goals, and update them as needed.

Train and empower managers

Managers are the primary drivers of a culture of recognition, so make sure they have the resources and support they need to bring such programs to life. Train managers to provide frequent, authentic recognition in one-on-one meetings. “It’s the lightweight conversations that you’re having with people regularly that are going to help build the muscle and make it a normal part of the operating rhythm,” Andrea says. Incorporate these recognition goals into manager performance reviews.

“Flowing this from the top down—and really investing the time and accountability into doing it—is a good place to start,” Caitlin says. “It’s all about reinforcement of the culture.”

Create personalized recognition moments

Employees respond best to recognition that feels personal, specific, and connected to their actual work. Generic praise—like “great job” with no context—can feel empty. Instead, leaders and peers should acknowledge the details of what an employee did well and how it contributed to the team or company goals.

Andrea shares a memorable example from early in her career that still resonates today. She had been working long hours and going above and beyond in her role when her manager, the company’s CFO, recognized her efforts in an unexpected way. “I had to go to Tokyo for sales training, and my boss, who had grown up in Hawaii, told me that if I flew home through Honolulu, it would actually be less expensive,” Andrea recalls. He encouraged her to stay the weekend in Honolulu and take some downtime to relax. 

“It was probably one of the most special recognition events that ever happened with me and a manager,” Andrea says.​ What made this recognition so meaningful wasn’t the trip itself—it was the thoughtfulness behind it. Her manager noticed her hard work, took the time to understand what would be valuable to her, and personalized the appreciation in a way that made a lasting impact.

Promote a culture of recognition

Make it easy for anyone to recognize others for all sorts of contributions, not just major achievements. “The concept of recognition is recognizing things that are valuable in the employee, about the employee, things that they’re doing or contributing that are valuable,” Andrea says. “It’s an intentional act to be on the lookout for even the most minor things—that’s where people find the most value.”

Recognition and relationships go hand-in-hand. The more you build recognition into the culture, the better people will connect. Those relationships, in turn, promote better, more targeted recognition. “You are trying to find a way to connect to that person as a human,” Andrea says, “and what motivates and inspires them through that recognition.”

How Crakmedia elevates employees every day

With a focus on creating an employee-first culture, Crakmedia understands the importance of aligning goals and fostering continuous growth. By prioritizing employee satisfaction and growth, the company has created a vibrant and enjoyable workspace that fosters high performance and employee retention. Crakmedia leverages Betterworks’ intelligent performance management platform to streamline conversations, improve feedback loops, facilitate goal modifications, and promote continuous learning and growth.

That growth starts from day one, with a structured onboarding process that includes online and in-person training. Betterworks supports Crakmedia’s structured onboarding process by supporting manager-employee conversations and tracking progress. The platform enables regular check-ins, goal tracking, and progress reviews, making sure that employees are aligned with the company’s objectives.

Transparency and alignment are key components of Crakmedia’s employee recognition strategy. The Betterworks platform contributes to a collaborative atmosphere where employees can help each other achieve their goals. With seamless integrations with tools like Slack and Jira, Betterworks has become an integral part of Crakmedia’s workflow, making it easier to track and complete goals. The company also introduced “CrakAwards,” which emphasize and recognize employee alignment with the company’s core values.

Crakmedia’s implementation of Betterworks has contributed to a significant decrease in voluntary turnover, an increase in engagement scores, and a reduction in the time it takes for new hires to reach efficiency. 

Extend recognition’s impact throughout the year  

Employee Appreciation Day events deliver more impact when you build a company culture that celebrates employees every day of the year. 

The more your company can do throughout the year to recognize employee contributions, the more meaningful your Employee Appreciation Day activities will be. Few things are better for employee engagement than showing your employees that you genuinely appreciate them.

Want to learn more? Discover the connection between employee recognition and retention.