By Adrian Gostick (author of The Carrot Principle)

I’m often asked, “Isn’t the December party or year-end gift a bygone from the 50s?”

Well, the holiday get-together and gift have been around for a long time—young Scrooge danced at Fezziwigg’s party, didn’t he?—and they’ll be in place many years after we are all retired to our condos in Florida.

As a manager, first, realize you must do something this December. After all, it’s been one heck of a year. The average American is working more hours now than medieval peasants did in servitude, and it’s time to say thanks to those who helped you. Leaders who try to carry on as if the holidays aren’t happening can do real harm to employee morale and productivity.

Simply put, there is no substitute for a sincere thank you from your manager to help you feel valued and appreciated. And the holidays are the perfect time, since frankly employees are expecting some form of gratitude.

Here are a couple of ideas to help your year-end celebrations lead to more commitment in the New Year.

Get more miles from the turkey. Here’s a way to be generous—without spending a dime. Make the company’s holiday gift your own—whether a fruit basket, turkey, bonus, or other item—by personally picking them up and delivering them to your people. As you make the rounds with the gifts, spend a little time with each person and express sincere gratitude for their specific contributions. I guarantee the time invested will be well spent.

Don’t forget the card. As important as your gift is to employees this holiday season, just as valued will be the card that accompanies it if you write a sincere message. Avoid generic appreciation such as “great job” or “thanks for everything,” and instead offer specific and positive ways the employees has helped your cause. The ultimate goal of the message is to make sure each employee feel valued and appreciated as an individual, since they are the ones who kept the doors open every day through this recession.

Avoid the fruitcake of office gifts. Be sure to avoid the trap of just handing out gift certificates (“Gee, Thanks Boss. Ten bucks to spend at Office Max!”). One of the biggest problems with them is they put a dollar value on all the energy a person has expended. A thoughtful gift, on the other hand, is very hard to put a dollar figure on.

Plan a party. A common mistake of managers is failing to organize a team gathering. For many of your employees, the best part of the holidays is simply coming together as a group in a relaxed setting and getting to know team members on a more personal level. It’s a manager’s job to make sure the party happens. It doesn’t need to be a formal affair at night, and it certainly shouldn’t be the wild lamp-shade-on-the-head shindig. A simple lunch or potluck breakfast is all that is needed to bring people together and create some positive memories. And, by the way, mistletoe is SO out.

Measure success. Finally, since hopefully you’ve been recognizing great work throughout the year, it’s helpful to take a moment in December and measure the results of your efforts. Bring your people in one by and one and give them quick, verbal survey. Ask them how their year has been, what they like and don’t like about their work environment, and what you as a manager can do better in the New Year to notice and appreciate their contributions. The economy is going to heat up eventually, and it will become hip to job hop again, especially for top performers. So make a plan now to continually improve by creating a workplace where people come and stay committed.

Adrian Gostick is the author of several New York Times bestselling business books including The Carrot Principle and The Orange Revolution. He is the founder of The Culture Works, a global consultancy specializing in leadership and corporate culture. Visit adriangostick.com to learn more.