The Value of Praise and Appreciation

This is one of the most important lessons I learned as a leader early in my career. Showing appreciation can have a greater impact and value on employees than giving a raise or a bonus. In fact, 92% of employees are more motivated to repeat a specific task after being recognized for their work! In my own journey, when I first became a CEO, I was hyper-focused on results and driving revenue. At first, our progress was great, but then we plateaued, and I couldn’t understand why. However, after a talk with my CMO, it became apparent that my team felt unmotivated and underappreciated. My team was the driver of our success, but I forgot to let them know. Immediately, I followed up with each employee. It was a bit of a process, but I made sure to find specific examples of each employee’s contribution towards our success. Within a week, our numbers were off the charts 📈. The team’s motivation was at an all-time high. This highlights the unparalleled importance of taking the time to recognize each employee to optimize company culture and performance. Saying “Thank you!” isn’t good enough. Aim to highlight specific examples. And if the headcount is too high, divide and conquer with your leadership. When was the last time you showed or received appreciation, and how did it affect your performance? #leadership #entrepreneurship #performance

Leadership, at its core, is an art of understanding. Consider this: A team member, let's call him Finn, consistently excels in creating detailed reports but rarely receives recognition for his effort. Or Sophia, who regularly contributes innovative ideas, yet finds them overlooked in team discussions. These tales reflect a common reality in our workplaces and often lead individuals to seek change, yearning for a place where their 'languages' are spoken. Myers Briggs, Clifton Strengths, Love Languages - all these assessments shed light on the unique needs and strengths of your team. 𝐖𝐡𝐲 𝐥𝐨𝐯𝐞 𝐥𝐚𝐧𝐠𝐮𝐚𝐠𝐞𝐬? In the workplace, communicating appreciation in a meaningful way is culturally critical. 𝐇𝐞𝐫𝐞'𝐬 𝐡𝐨𝐰 𝐢𝐭 𝐥𝐨𝐨𝐤𝐬 𝟏. 𝐖𝐨𝐫𝐝𝐬 𝐨𝐟 𝐚𝐟𝐟𝐢𝐫𝐦𝐚𝐭𝐢𝐨𝐧 Specific, sincere praise can make all the difference. "Teegan, your podcast provided invaluable insights that helped me secure my first interview in months!" 𝟐. 𝐀𝐜𝐭𝐬 𝐨𝐟 𝐬𝐞𝐫𝐯𝐢𝐜𝐞 Lend a hand when it's needed most. It shows you value their efforts and are willing to support them. "Hey Teegan, I want to formally introduce you to Moreen. We met at a CHRO conference where I shared how you transformed my internal mobility program. She's looking forward to partnering with you." 𝟑. 𝐐𝐮𝐚𝐥𝐢𝐭𝐲 𝐭𝐢𝐦𝐞 Give full attention in interactions. It’s not about the quantity of time spent, but the quality of those moments. i.e.: "I'd love to hear more about..." i.e.: "Would you be interested in joining me for..." 𝟒. 𝐑𝐞𝐜𝐞𝐢𝐯𝐢𝐧𝐠 𝐠𝐢𝐟𝐭𝐬 Thoughtful gifts can serve as a tangible token of appreciation, showing you value their hard work. “You’ve done such an amazing job on this project. To show my appreciation, I wanted you to have this....” 𝟓. 𝐏𝐡𝐲𝐬𝐢𝐜𝐚𝐥 𝐭𝐨𝐮𝐜𝐡 A well-timed hug with a coworker you know feels comfortable with this level of affection is priceless — but everyone’s comfort levels are different. Fist bumps work too if bro culture is your thing. Discover more about love languages 👉 https://mbainventory.com/# Get 'The 5 Languages of Appreciation in the Workplace' here 👉 https://lnkd.in/gPmPH9-T ______________________ I'm Teegan A. Bartos, your Give It To You Straight Career Coach 💞 Putting a twist on Valentine’s Day posts for the next 7 days 🤝 Sharing my scores: Acts of Service 30%, Quality Time 23%, Physical Touch 23%, Words of Affirmation 20%, Receiving Gifts 3% #Leadership #WorkplaceAppreciation #LoveLanguages

As a leader, it’s hard to ensure everyone on the team is getting enough positive feedback. You might think spreading it across the team is a good way to go, but praise is not peanut butter. How do I know? I did a little experiment in IRL. While teaching performance management, I asked several classes of managers: “How often do you give positive feedback?” Their response was confident and consistent: “Every day.” But in each class with their assistant branch managers, a different reality emerged. When I asked them, “How often do you receive positive feedback from your manager?” the resounding response was, “Never.” How could it be "every day" and "never" at the same time? My “AHA moment” came in examining the managers' approach to feedback. At the close of each day, they’d say, “Great job, everyone!” They thought they were acknowledging good performance, but: it was: ❌ Generic ❌ Routine ❌ Uniformly applied   These managers made a daily effort to help their teams feel appreciated, but their employees didn't experience it as praise. To make your positive feedback truly impactful, be: ➡ Specific: Highlight a particular aspect of the individual's performance ➡ Appreciative: Convey genuine gratitude for a job well done ➡ Energetic: Infuse it with enthusiasm and genuine excitement ➡ Varied: Deliver feedback in different ways (1:1, meeting, email, card, token gift, etc.) 💡 For bonus points: Reframe the impact of the employee’s contributions to be even more significant than how they view it. How do you ensure everyone on your team feels appreciated for their unique contributions? #leadership #leadershipdevelopment #management #managementtraining #feedback

This past weekend, Chattanooga gave Usher Raymond the key to the city! This beautiful and overdue gesture made me think about the importance of showing appreciation - especially leaders. We recognize big public achievements, but what about the everyday contributions within our teams? As leaders, here’s how we can make sure our appreciation really hits home: 1. Timeliness: Don’t delay praise. Recognize achievements as they happen. 2. Consistency: Frequent acknowledgments are more impactful than once-a-year accolades. 3. Authenticity: Genuine appreciation goes a long way. Regular, heartfelt thanks mean more than empty gestures. 4. Personalization: Understand each team member’s preferences. Not everyone enjoys public praise; some prefer a private note or a quiet thank-you. To all leaders already doing this—keep up the great work! And if you haven’t started, it’s never too late to show your team they are valued. There are plenty of resources to guide you. Appreciation is crucial. Let’s make it meaningful!

As a leader, I only praise people who are very deserving. That way, it won’t be awkward if I ever praise someone within weeks or months of having to reprimand or terminate them. ☝ 😡 ☝ ❌ These self-protectionist views of leadership are woven into many organizations, and they are just plain wrong. It is ridiculous to think that showing appreciation for someone creates an insurmountable obstacle for addressing future issues. Guess what, leaders – your refusal to praise will contribute to an employee’s dissonance, and ultimately, you are creating a toxic environment that only spotlights the disappointments. Flip the script, go against the embedded norms of your organization, and give more praise. Praise has an incredible ROI. When praise is authentic and intentional, the math looks like this: Cost = Zero Dollars Return = Better culture, more engaged teammates, higher energy, better communication, increased optimism, less turnover, fewer HR needs, more solutions, best risk-taking, less wasted costs, and more. Try this – offer praise every time the thought crosses your mind for the next 90 days. Then send me a message at the end of 3 months to share your reflections and the results. And if you’re looking to grow as a leader this year in mindset, communication, coaching, difficult conversations, and more, check out the leadership development courses available from Undivided Life called Culture Foundations. #PersonalDevelopment #CompanyCulture #UndividedLife #Communication 

Too often, work goes unnoticed. But people want to be seen. A recent statistic had me thinking: 37% of employees claim that increased personal recognition would significantly enhance their work output. This insight comes from an O.C. Tanner survey, which leveraged 1.7 million responses from employees across various industries and company sizes. Beyond just feeling nice, recognition emerges as the most impactful driver of motivation. It makes real-time feedback, personal appreciation, and meaningful rewards not just nice-to-haves — they're must-haves to fuel performance. Here are concrete ways you can supercharge your recognition efforts to resonate deeply with your team: (1) Spotlight Specifics: Highlight specific achievements. Hilton’s Recognition Calendar equips managers with daily actionable ideas that turn recognizing real accomplishments into a routine practice. (2) Quick Kudos: Swift praise is so important. Timeliness in recognition makes it feel authentic and maintains high motivation levels. (3) Tailored Cheers: Personalize your appreciation. Crowe's "Recognize Alert" system enhances recognition by transforming client praises into celebratory moments, encouraging recipients to pay it forward. (4) Genuine Thank-Yous: Don't underestimate the power of small gestures. Regular acknowledgments, whether through handwritten notes or intranet shout-outs, create a culture where appreciation is commonplace. You do it, others will do it too. (5) Big Picture Praises: Connect individual achievements to the company’s larger mission. Texas Health Resources celebrates personal milestones with personalized yearbooks that link each person’s contributions to the organization’s goals. Using these practices genuinely and consistently can make every team member feel truly valued and more connected to the collective mission. Each act of recognition builds a stronger, more engaged team, poised to meet challenges and drive success. #Recognition #Appreciation #FeelingValued #Workplace #Culture #Innovation #HumanResources #Leadership Source: https://lnkd.in/e8jUtHZH

🙌 The Power of Praise 👏 Giving praise seems simple, yet there are whole organizations where it rarely happens, and the impact is deadening. According to a Gallup Poll, employees who report not being adequately recognized at work are 3X more likely to say they'll quit in the next year. When people aren’t recognized, they wonder why they’re sticking with the job when nobody cares. It’s never just about money. People—all of us—simply want to be noticed and appreciated. Neuroscience research shows that when we hear something we like, it releases dopamine in our brains. Dopamine is a neurotransmitter associated with joy, pride, satisfaction, and wellbeing. When you praise someone, not only does that person feel great, but it makes them to want to experience that feeling again. Giving praise cements good working habits and behavior, both chemically, and intellectually. Giving praise also reminds people that they 𝒅𝒐 have necessary skills, they 𝙖𝙧𝙚 experts in aspects of what they do. We’ve all got strengths, and if you point those out to people, you’re helping them rise to occasions where those skills will see them through. You’re helping them practice leadership. If all this comes of giving praise or credit where it’s due, why don't we do it more? A few reasons: 🔸 It feels awkward—if you don’t normally give praise, you might worry if it will sound genuine 🔸 You assume people already know they’re great—isn’t it obvious? 🔸 You want people to grow tough skins and not depend on praise. But what kind of culture are fostering if you don’t let people know when they’re doing things right? People are biased to remember the negative, so if there’s precious little positive to counteract criticism, the net result is stressful and oppressive. Praise is free, it doesn’t take much effort, and the impact is a more desirable workplace, happier employees, increased accountability, and more. Even when people say they don’t need acknowledgement, what they often mean is that they don’t want to have to 𝙖𝙨𝙠 for it. So, how do we get better at it? Some things to experiment with: 👉 Ask: Does the person prefer private acknowledgement? Public validation? Letters to others in leadership? You can have a conversation about credit and praise and treat the person the way that works best. 👉 Be Specific, “Nice job!” will release dopamine, but letting people know what 𝙨𝙥𝙚𝙘𝙞𝙛𝙞𝙘𝙖𝙡𝙡𝙮 they’ve done well will reinforce the right behaviors and practices. 👉 Do It Often: If people don’t hear from you regularly—they start making assumptions about what you’re looking for Practice giving praise. It's an excellent habit to get comfortable with—everybody wins. Remember it’s a 360 affair. It’s not just leaders praising direct reports, it’s peers praising peers, and letting those above you know they're having a positive impact. Question: What have you done or seen that works to promote praise? Tracy ORourke Hugh Alley Karen Martin Deondra Wardelle

The most powerful tool for workplace engagement and performance costs... $0. (and you already have it.) Gratitude. Most leaders and teams think success comes from pushing harder for results. Focusing solely on metrics. Demanding constant output. But here's what the research and best practices show about a culture of gratitude as appreciation and feedback: Teams where gratitude is expressed are... ➟ 70% more engaged (feeling seen & valued) ➟ 40% more resilient (bouncing back faster) ➟ 21% more productive (motivated by recognition) ➟ 4x more likely to stay (feeling connected & supported) Because gratitude isn't just a feeling. It's an engagement multiplier. It transforms average teams into exceptional ones. Think about it: When someone genuinely expresses appreciation for your work, or gives thoughtful feedback that helps you grow, you feel seen. Valued. You trust more. You can be your best self. That's why great leaders and thriving teams practice these daily: • They give specific encouragement: "Great job on the Q2 report, particularly how you analyzed X data point." • They offer constructive feedback with care: "Your presentation was strong, and adding a summary slide at the end could make it even more impactful." • They celebrate small wins: Not just major milestones, but the daily efforts that contribute. • They defend colleagues who aren't in the room: Speaking positively and with respect. • They respect boundaries and off-hours: Showing appreciation for personal time. • They lead with active listening: Truly hearing team members' challenges and ideas. • They offer help before being asked: Demonstrating support and valuing collaboration. • They include all voices: Ensuring everyone feels their contribution is appreciated. • They share knowledge freely: Fostering growth and collective success. • They give credit generously and publicly: Highlighting individual contributions to team success. We can make progress with strategy. But if we want to truly thrive, we need to pay attention to human connection. Nothing fuels performance, retention, and a positive culture more than genuine gratitude expressed as appreciation and constructive feedback. Make gratitude your workplace's competitive advantage. Your team will thank you. Your results will show it. Your legacy will reflect it. Want to transform your workplace culture? Start with gratitude. The rest will follow. How do you practice and receive gratitude (as appreciation or feedback) in your workplace?

Gratitude is not weak. It is not passive. It is not sentimental. Gratitude is strength. It is what allows people to keep going when the road gets hard. It is what builds trust when tension runs high. Gratitude is the discipline of seeing others, not just their output, but their effort. It’s what transforms managers into leaders. A leader who expresses genuine appreciation creates teams that take ownership. A leader who gives credit openly earns loyalty quietly. Gratitude doesn’t need to cost anything. But its return is exponential. People don’t remember every meeting you led or every email you sent. They remember how you made them feel. Gratitude, expressed consistently and authentically, might just be the most undervalued force in leadership today.

Leadership Insight: The Power of Acknowledgment Insight: Recognizing the efforts and accomplishments of team members can significantly boost morale, loyalty, and overall team productivity. Action Step 1: Regularly Praise in Public Purpose: Foster a culture of appreciation where team members feel seen and valued. How to Implement: During team meetings or gatherings, take a moment to highlight and commend specific achievements or contributions of team members. This not only boosts the individual's morale but also sets a positive tone for the entire team. Action Step 2: Offer Personalized Feedback Purpose: Ensure that acknowledgment is genuine and speaks directly to individual efforts. How to Implement: Instead of generic praise, take the time to discuss specific actions or contributions and how they made a positive impact. Personalized feedback shows you're paying attention and truly value their efforts.