Many people feel underappreciated at work. Why? Perhaps the organization does not have a culture that promotes appreciation. Maybe everyone constantly feels under the gun and no one has time to stop and say thank you. You may ask, “How long does it take to say thank you?”

The reality is, in many workplaces, “thank you” is not automatic, and cannot be expected. In the cut-throat environment where many people toil away every day, it takes a lot more than a job well done to attain the acknowledgement or reward you’d like to see.

Here are tips to get the recognition you deserve when you feel underappreciated at work. (Tweet this thought.)

Identify the stars at your organization and follow their leads. 

Once you figure out who’s doing a great job getting recognition at your workplace, you can leverage that knowledge for your own benefit. Did someone get a huge shout out at the last staff meeting?

Why?

Identify key factors that often lead to recognition. For example, what accomplishment led to the appreciation? Perhaps the organization has more of a tendency to appreciate extra effort; is going above and beyond the call of duty needed to attract appreciation? Is someone appreciated in your office because he or she is a really helpful person to have around in a crisis?

Different organizations value different characteristics at work. Once you see where the bar is set in your organization for recognition, you know what you need to strive to achieve.

Offer insights instead of complaining. 

No one likes a complainer. Like it or not, if you have a reputation for always being a downer at work, it’s going to be difficult to achieve much in the way of recognition. That’s not to say you necessarily have to be a “yes man or woman,” either. Be aware of your attitude and keep it in check if you have a tendency to spout off about every single thing that annoys you. That includes comments on social media, especially if you are connected in any way to anyone connected to your workplace.

Keep in mind: your privacy settings are only as good as your least loose-lipped friend.

Be a problem solver. 

What’s the biggest problem your organization or team faces right now? If you can help take major steps to help solve the problem, or come up with a way to solve it altogether, you will earn recognition. If you still don’t feel appreciated, you may be in the wrong job.

Network in and outside of the office. 

Sometimes, appreciation comes hand-in-hand with relationships. If you’ve been skipping team nights out or prefer to lunch alone, maybe it’s time to make a change and to try to get to know some of the people at work. If you’re not a social person, consider it research instead of socializing. Make it your business to determine what’s most important (in and outside of the office) to your colleagues – and your boss, if possible. You may be surprised to find that a few well-placed lunch appointments can yield interesting information that may help you attract the appreciation you deserve.

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Join professional or volunteer organizations. 

While it may not specifically land you appreciation AT work, when you volunteer for your professional association, it’s very likely you’ll have an opportunity to receive some kudos and the “thank you’s” you want at work. A side benefit, you’ll have the opportunity to network with people who can get to know you and your work ethic. Those contacts are key when it’s time to find a new job.

Ask for it. 

While it’s not ideal, perhaps you need to ask for recognition in your workplace. That includes requesting a promotion, a raise or other benefits when appropriate. (Such as after a huge win.) If you don’t get any feedback at all from your boss, request a review. Create a list of your accomplishments and ask for what you want.

It’s possible that you work in a place where the culture is to believe providing a paycheck is thank you enough. If that’s not a good fit for you, after you’ve taken these steps and still aren’t satisfied, it’s time to find a new job where you’ll feel more appreciated.

Originally appeared on AOLJobs.com. 

As an employee, whether or not your company incorporates being thankful into its mission, do you feel appreciated? Do you believe you should expect more than a paycheck?

Bryan Miles, CEO and co-founder of eaHELP, a provider of virtual executive assistants, knew he wanted “gratitude” to be featured prominently in his company’s values. Here are his suggestions for all leaders and employees to consider this week and all year long:

1. Don’t wait to be grateful. Regardless of your position in an organization, cultivate gratitude as a core part of your work. “Don’t wait until you’re leading a team, a division or a company to become a grateful leader,” Miles says. “If you do, when you start telling people you’re grateful for them once you’re in the position you want, people won’t buy it.” He suggests you make sure those around you right now understand that you’re grateful for the many ways they help you each and every day.

2. Be humble. Miles believes that if you’re a leader, you know down in your gut that what you’re leading doesn’t have much to do with you. He suggests you acknowledge that you’ve achieved your role, in part, because your team works hard and takes advantage of market opportunities. “Your team looks to you for leadership and for guidance, but when it comes down to the day-to-day wins and losses that actually make up your business, you need to know that those don’t have much to do with you,” Miles says. “You need to be grateful for the team that powers the engine of your business.” Similarly, as a team member, recognize your role in ensuring your team continues to move forward. Be grateful for everyone around you, and don’t be shy about expressing appreciation.

3. Acknowledge that your success depends on others. Being a grateful employee will make you a smarter employee. Admitting that you don’t know everything and that everything you’ve ever learned that’s made you successful has come from someone or something else helps improve your standing in a team. “Being grateful for those from whom you’ve learned is essential if you want to stay humble and teachable and will actually propel you forward in your career,” Miles says.

4. Be sincere. In many cases, being grateful can be disarming. As a leader or a team member, when you are thankful and express it – sincerely and frequently – it will often make people stop in their tracks. “Genuine gratitude is pretty rare in today’s society, which is a shame, but expressing real gratitude sets people apart,” Miles says. If you lead a team, your employees will know when your gratitude is genuine, and they are more likely to put in extra effort. “Grateful leaders have stronger, more effective, more loyal teams,” he says. As an employee, demonstrating gratitude can help set you apart from others in your organization.

Consider how being appreciative at work and expressing those feelings to all team members can help make your organization more successful. When you do, you give the people who work with you even more reasons to be thankful.

Miles says this approach has helped contribute to the success of his organization. He believes his success could very well end, should he fail to incorporate gratitude for those around him. “Gratitude is the only lasting motivator of change,” he says. “It’s the only thing that will propel you to change in the future, if you’re grateful for what you have now.”

This post originally appeared in U.S. News & World Reports.

Have you heard? “Employee Appreciation Day” is coming this Friday – March 6th.

Are you ready to be appreciated? Perhaps you’re expecting lunch out with the boss or a mug full of candy? Or, maybe you’re pretty sure no one appreciates you at all. (Perhaps it’s time for a new job, no?) Have you stopped to think about what you’re doing at work that should be earning you some major kudos?

Whether you’re employed in a traditional position, serving as a temporary worker or even volunteering while seeking your next full-time gig, keep the following tips in mind to inspire people to to consider you appreciation worthy:

Demonstrate initiative. It’s no surprise that this tops the list. We all prefer to work with people who raise their hands to offer to pitch in. Don’t spend key meetings looking around the room hoping someone else will take on the new project. When you step up to the plate and take on additional responsibilities, you’ll gain favor with bosses and colleagues and win a chance to enhance your credentials.

Admit when you make a mistake. Isn’t it refreshing when someone says, “I made a mistake; let me fix it?” Unfortunately, many people in the workplace prefer to pass blame along or lay low until everyone forgets about the problem. Those who try to pass the buck risk being the victim of workplace gossip that could prevent them from getting a new job down the road. Of course, ideally, you won’t make a lot of mistakes that you’ll need to admit, but you can win points in many cases by taking responsibility and making a point to correct the situation.

Learn new things. If you’ve been at the job for many years, but haven’t made a point to continue your education and attend conferences and trainings, you probably are falling behind your less experienced colleagues. When you want a new job or it’s time to start a business, you’ll be missing mandatory skills. The best employees always seek opportunities to learn new things, even when they’re otherwise occupied keeping up with the day-to-day tasks. It’s a challenge, but it makes a difference between a good employee and a great one.

Do what you say you will do. Do you follow through and complete promised projects? We all have had colleagues who raise their hand at meetings, but spend the rest of the week avoiding the work they agreed to do. Don’t be that person.

Share credit. Rarely do we accomplish big projects at work without someone else’s help. Colleagues who share credit when credit is due generally have better rapport than their more selfish colleagues. Nice guys really can finish first, so look for ways to share the glory.

Know what battles to pick. It’s a rare person who always likes every decision that higher-ups make that affects his or her job. Usually, there’s plenty to disagree about, and lots of big and small battles to wage at work. Successful employees make it a point to keep quiet and not complain until it really matters. If you’re the employee who is generally agreeable, it is much more likely that someone will take notice if you have a major concern or complaint. Like the boy who cried wolf, if you’re always railing against the rules, most people will stop listening.

Be ready for work. If you need to spend the first hour of your day checking social media and updating your status on Facebook, do that before you get into the office. You need to be ready for work when you get there. You harm your reputation when you don’t start your day along with everyone else.

Do the work. It sounds easy, right? Just get the work done. However, it’s not always so obvious to everyone that getting the work done is half the battle. Amazing employees find a way to get the work done, even when it means sometimes putting aside their own pet projects or favorite things in order to accomplish a big goal.

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Perhaps you are underappreciated and seeking a new job – hopefully, with a company that will be an improvement in the appreciation department. Sometimes, when you’re so focused on getting a job – just any job – it’s easy to forget that you should do a little research on your own to decide if you even want to work for the organization.

Dan Campbell, 2014 chairman of the American Staffing Association and CEO of Hire Dynamics – a staffing company often recognized on Best Places to Work lists – suggests the following tips to help decide if an organization will appreciate you.

Does the company make it its priority to not only attract, but also retain its talent for the long haul?

Is it pretty clear that the organization is a revolving door, where employees seem to come and go frequently? How can you tell? If most people you meet when networking or interviewing don’t have much experience at the organization, it may be a tip-off. You can certainly make a point to ask about the tenure of the typical employee.

“When searching for the right career, no longer are immediate opportunities the top consideration as continued growth has become increasingly more important,” Campbell says. Make it your business to find out if the organization’s culture supports promoting from within. Is there an internal job board? Do people move up the corporate ladder? Do managers support individual career goals? While you don’t want to engage with a supervisor by asking how long it will be until you can do something different, if you can get a sense of whether people tend to stay with the organization or not you’ll have at least part of your answer about if employees feel appreciated.

Identify if the organization is flexible.

Campbell points to a 2013 global generational study by PwC that discovered millennials believe “enhancing workplace flexibility and equity between work and home is one of the keys to improving job satisfaction.” Most people would likely agree that they feel more appreciated and valued when their organization provides at least some version of flexible work, whether it’s on a regular basis or during critical situations. Again, you shouldn’t go into an interview asking about how often you can work from home, but you can ascertain the company culture generally to determine if you would feel valued.

Facilitating a strong sense of teamwork is another way an organization can help its employees believe they’re valued. “A strong, cohesive, team-oriented workplace culture and opportunities for interesting work are important,” Campbell says.

Do benefits go beyond your salary?

“Companies like DreamWorks offer recreational learning opportunities to employees including painting, karate and sculpting,” Campbell explains. “Google, Zappos and Procter & Gamble have designated nap rooms where employees can take 30 minutes to reboot.” While these companies have pioneered the way, Campbell says, “more businesses across a broad range of industries are now warming up to these ideas.” If you like hands-on appreciation, you’ll want to find out the type of rewards the organization offers. In the application process you can usually tell if a company offers such rewards – like team contests for restaurant gift cards or a chance to win a half-day Friday – because the company will tell you. These perks give the impression that the organization appreciates its employees.

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Look online.

Online reviews on a website like Glassdoor.com will help you assess how good an organization is when it comes to showing appreciation for its employees. Seek lists of “best places to work,” as many of those companies likely do a good job recognizing its employees for jobs well done.

Originally appeared on U.S. News & World Report.