<![CDATA[This study aims to analyze the role of appreciation in improving employee performance at PT PLN Indonesia Power Services Unit Bisnis Pembangkitan (UBP) Barru. The study is motivated by the importance of an effective appreciation system in enhancing employee motivation, job satisfaction, and performance, as well as the existence of dissatisfaction related to fairness and transparency in reward distribution, particularly between technical and non-technical employees. The research focuses on the forms and mechanisms of appreciation, employees’ perceptions of the appreciation system, and the supporting and inhibiting factors in its implementation within the organization. This research employs a qualitative approach with a descriptive research design. Data were collected through in-depth interviews, observations, and documentation involving both technical and non-technical employees as informants. Data analysis was conducted through data reduction, data display, and conclusion drawing, while validity was ensured using source and method triangulation techniques. The results indicate that the company’s appreciation system includes both financial rewards, such as salaries, incentives, and bonuses, and non-financial rewards, such as recognition, employee engagement activities, and career development opportunities. These forms of appreciation have a positive impact on employee motivation, loyalty, and performance. However, several challenges remain in practice, particularly related to distributive fairness and transparency in the reward system. Differences in perception regarding the balance between workload and compensation, especially among technical employees, affect job satisfaction and motivation levels. This study concludes that an effective appreciation system must be based on principles of fairness, transparency, and alignment with employee contributions. Therefore, the company needs to evaluate and improve its appreciation system by developing objective performance indicators, enhancing transparency, and aligning rewards with workload. These efforts are expected to improve employee motivation, job satisfaction, and performance in a sustainable manner, as well as to create a more harmonious and productive work environment.]]>
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