I don't really believe in one-size-fits-all employee appreciation.

Over the years, I've given one employee spa days. I've given another extra days off. I once bought an employee first-class plane tickets, and I got another employee into an exclusive club I knew they wanted to visit.

I write handwritten thank-you cards. I plan team experiences. I surprise people with things I know they'll love.

But there's one thing I do with everyone on my team: Career pathing.

💡 The Vault Insight: Appreciation isn't really about the gift, the lunch, or the perk. It's about communicating: I see you. I know what you contribute. I'm grateful you're here, and I'm invested in you.

People feel appreciated when they feel seen.

Don't just tell someone they're doing a great job. Tell them what they're doing well and why it matters.

This is why I love handwritten thank-you cards. Specific recognition tells someone you're paying attention.

Don't save it for promotions or huge wins. Notice a great idea. Praise a difficult conversation handled well. Point out a moment someone stepped up. Or notice the extra care they put into something when nobody asked them to.

Appreciation isn't about how much money you spend. It's about how much attention you pay.

The spa day, extra PTO, and first-class ticket worked because they were right for those particular people.

Pay attention to what someone enjoys, values, talks about, and needs.

For one person, appreciation might be an experience. For another, it's time. For someone else, it's being taken to lunch and getting your undivided attention.

The gesture should say: I know you.

Some of my favorite appreciation moments are also the simplest: taking someone to lunch. This isn’t a performance review disguised as lunch. I don’t have an agenda. It’s just for spending time together.

Team activities can create the same feeling when they're intentional. Don't just ask, What activity should we book?

Ask: How can we make this a moment they'll remember?

Do something outside the ordinary. Build in surprise. Give people opportunities to connect. Celebrate something meaningful.

The goal isn't “team bonding.” It's creating shared memories.

Career pathing is one of the most meaningful forms of appreciation a manager can offer.

Ask people where they want to go. Talk about what their next role could look like. Help them identify the skills they'll need to get there. Give them stretch opportunities. Let them own bigger things. Introduce them to people they can learn from. Advocate for them when opportunities arise.

Career pathing doesn't mean promising someone a promotion.

It means saying, I don't only value what you can do for this team today. I care about who you're becoming.

Few things say “I value you” more clearly than investing in someone's future.

Sometimes appreciation isn't giving someone more. It's giving them something back.

An afternoon after a huge launch. Extra time off after a demanding season. Flexibility when life gets complicated. Encouragement to actually use their PTO.

Knowing what your employees need sometimes matters more than any gift you could buy them.

One employee might love public recognition. Another would be mortified by it. One might treasure a handwritten card. Another values an experience. Another wants time. Another wants new challenges.

That's why I don't have a standard formula for employee appreciation.

The point isn't to treat everyone exactly the same. It's to know people well enough to understand what makes each of them feel valued.

Pay attention. Ask questions. Remember what they tell you. Invest in where they're going.

Because the best appreciation doesn't make someone feel rewarded. It makes them feel known.

What are the best ways you show appreciation for your employees? Hit reply and let me know.

—Ashley Walton, CMO & Treadmill Desk Advocate