Unlock the power of appreciation
Readtime: 4 minutes
Do you love being appreciated at work?
I do.
I loved getting recognition when I was at KPMG.
And I love getting it now from my clients.
👉 What about appreciating your colleagues?
That feels good too, right?
Giving and receiving appreciation makes us happy in the moment.
And for this reason alone, recognition of others at work is a great thing.
But it also strengthens relationships and increases loyalty.
So, the purpose of today’s newsletter is to turn you into an appreciation superstar.
First I’ll briefly touch on the science, then the business case, then ten ways for you to easily appreciate your colleagues, and finally the really important difference between appreciation and recognition.
You will love it (because it makes you feel good).
And so will your team.
Let’s dive in.
1. The science
Why does it feel so good? Well, here’s the neuroscience:
Oxytocin: Feelings of appreciation stimulate the release of oxytocin, the hormone that fosters social bonding and trust.
Cortisol: Appreciation lowers cortisol levels, the hormone associated with stress.
Dopamine: Recognition activates the brain’s reward system, releasing dopamine. This enhances motivation and encourages repeat behaviour.
👍 So, by recognising your colleagues, they’ll likely do great work more often.
2. The business case
In a study by Reward Gateway, 70% of employees said their motivation and morale would improve if managers simply said ‘thank you’ more often.
In the same study, 50% of employees said they would leave a company if they weren’t regularly thanked and recognised for their efforts.
And research at the HAAS School of Business (referred to in this YouTube video) found that people who are appreciated and valued for themselves at work are 43% more effective.
3. How to appreciate people at work
So, we know the science, and the business case.
But how do we actually do it?
These are the ten best ways I’ve found to recognise people at work.
Timely: Recognise quickly. A simple thank you in the moment makes a big difference.
Specific impact: Tell them explicitly what you liked and how it impacted you. For example, "You did a great job handling the client's concerns with patience and professionalism, it’s made working with them much easier for me."
Personalise: The easiest way to do this is to link what they’ve done to something you value highly. For example, “One of my core values is honesty, and I really appreciate how you have been open in sharing your feedback with me.”
Public: Recognise people in team meetings, newsletters, or other public environments. This boosts morale and encourages others.
Celebrate milestones: Mark work anniversaries and project stages. Celebrations don’t need to be fancy; a simple team lunch can do the trick.
Surprise treats: Occasionally surprise your team with treats like coffees, snacks, or breakfast.
Peer-to-peer: Encourage employees to recognise each other in the same environments that you do. This strengthens team bonds.
Recognition walls: Create a wall where employees can post notes of appreciation for their colleagues.
Personal development opportunities: Offer growth opportunities as a reward. This shows you value their future and are invested in their success.
Handwritten cards: Who does this any more? A handwritten card sets you apart, and shows effort. I’ve still got some that people gave me when I was at KPMG.
Note also that different people like to be appreciated in different ways. Some just like words, written or spoken. Some want time with you. Some want your help. Some will appreciate small gifts. Some may appreciate a handshake or a fist bump.
And it’s absolutely fine to ask your team members how they like to be appreciated. It shows you take appreciation (and them) seriously.
4. The difference between recognition and appreciation
Thanks to Charlotte Neal for reminding me of this, and for her brilliant definitions:
– Recognition is about what someone does.
– Appreciation is about who they are as a person.
The Haas School of Business study above found that recognition increases an employee’s productivity by 23%, but feeling appreciated and valued increases productivity by 43%.
So, Appreciation > Recognition.
Who can you appreciate today?
That’s it!
In summary
Congratulations! You now know:
The science behind appreciation.
The strong business cases for it.
Ten practical ways to do it.
Different people will respond to different types of appreciation.
The difference between appreciation and recognition.
On a personal note
I used to think I was pretty good at appreciating and recognising those I worked with when I was leading teams at KPMG.
But I've now realised that appreciation is one of those things that if you don't think you're doing it too much, you're probably not doing it enough!
One quote to get you going
“Appreciation can make a day, even change a life. Your willingness to put it into words is all that is necessary.”
If you have found other ways to recognise your team, please let us know on this LinkedIn post.
Would your team benefit from a highly effective culture of appreciation?
My new two-part Masterclass ‘Appreciation at Work’ gets you this.
Book a 20 minute call here to see if it’s right for your team.