Why Feeling Seen Can Matter More Than Workplace Perks

In a recent LinkedIn post, Christine Carrillo discusses how employees’ sense of recognition can shape loyalty at work. This article reports on Carrillo’s post and the leadership ideas she shared there; it is not written by Carrillo.

“No one stays for the perks. They stay to feel seen.”

Carrillo contrasts compensation and benefits with employees’ everyday experience of being noticed and heard. She does not argue that pay is irrelevant; rather, she suggests that financial rewards may not be enough to sustain commitment when people feel their contributions go unseen.

Recognition as a foundation for loyalty

According to Carrillo, leaders can build a stronger sense of belonging by recognizing employees, listening to them and showing that their work has meaning. Her post frames appreciation as an ongoing part of leadership, not a grand gesture or formal award.

“Team members aren’t asking for a parade. They just want to know their work means something.”

That distinction is central to Carrillo’s message: recognition can be simple and specific. Her examples focus on whether employees feel seen and heard, and whether they understand how their work matters. The post presents those signals as ways leaders can make appreciation tangible in day-to-day interactions.

Small gestures, meaningful signals

Carrillo also links appreciation to how employees engage with their work. She argues that when people feel valued, they may show greater care and effort. The post describes this as a response to feeling appreciated, rather than something leaders should assume they can demand.

“You want people to go above and beyond? Start with a simple ‘thank you.’”

In Carrillo’s view, a brief expression of thanks can signal that a contribution was noticed. Her post therefore points leaders toward a practical starting place: acknowledge employees’ work and make clear why it matters.

A question for leaders

Carrillo closes by asking readers how they make their teams feel valued. The question turns her argument into a prompt for reflection: whether recognition is part of leaders’ regular practice, and whether employees can see the impact of their contributions.

The post’s core idea is straightforward. As Carrillo notes, loyalty is shaped not only by what an organization offers, but also by whether people feel their work is seen. Her emphasis on listening, acknowledgment and thanks offers leaders a concrete lens for considering how appreciation shows up across their teams.