Appreciation is a Strategy, Not Just a Sentiment
I think that it’s fair to say that most of us are moving too fast to stop and fully recognize the people around us. We get caught up in deadlines, meetings, deliverables, and forget the simple power of a genuine “thank you.” But appreciation isn’t just a feel-good gesture. It’s a cultural strategy, one that I learned the hard way.
Several years ago, I came back to work after a medical leave and hired a coach to help me map out the next chapter of my career. As part of that process, I did a 360-review. The results? Devastating. My team didn’t feel appreciated.
I was shocked. I knew I appreciated them – I depended on them! But what I hadn’t realized – until my coach pointed it out – was that I never actually said “please” or “thank you.” I assumed everyone just knew I was grateful. I was wrong.
So I made an immediate change. I started saying “please” and “thank you” all the time to the point where it felt forced at first, but then something shifted. People responded differently. Engagement went up. And our non-billable time dropped by 5-6% in just three months – with nothing else changing (you can read more about how this worked in chapter five of my book, Millennials in Management).
Appreciation isn’t fluff. It’s fuel for your culture, your people, and your business.
The Business Case for Appreciation
Appreciation isn’t just a nice-to-have. It’s a business driver.
Research shows that teams who feel appreciated see productivity and revenue gains between 10-20%. High-performing teams share 5.6 times more positive comments than negative ones. On the flip side, the least effective teams dish out 2.8 negative comments for every positive one.
And if you think money is the top reason people leave jobs, think again. While 89% of managers believe employees leave for more money, only 12% of employees say that’s true. The real reason? People don’t feel trusted. Valued. Seen.
Appreciation signals that you notice the effort. You value the voice. You care about the contribution. And that unlocks performance, loyalty, and collaboration.
What Real Appreciation Looks Like
The first thing appreciation in action can’t look like is performance. It’s not just about putting kudos in a Slack channel or sharing corporate platitudes. It’s about recognizing people for the right things, in the right ways.
Appreciation looks like:
I respect your ideas – even if I can’t use them all.
I see your effort – even on hard days.
I’m grateful you’re here – even when things don’t go to plan.
When people know their voice matters, they’re more likely to share, collaborate, and stay. That’s the culture we all want: one where everyone knows their role is essential, even if they’re not at their “best” every single day.
And the impact goes beyond morale. When people feel valued, waste decreases, engagement rises, and the whole team performs better. That’s not fluff. That’s facts.
Make It Meaningful, Not Mechanical
Let me be clear: appreciation isn’t one-size-fits-all. That’s why I swear by The 5 Languages of Appreciation in the Workplace by Gary Chapman and Paul White. It’s based on the five love languages (workplace appropriate, of course!), and it’s a game-changer.
The five languages are:
Words of affirmation
Quality time
Acts of service
Gifts
Appropriate physical touch (which, let’s be real, is usually just a high five or handshake at work)
Each person has a primary and secondary appreciation language. At Double Forte, every team member takes the assessment when they join. That way, we don’t just guess how someone wants to be appreciated – we know.
Some people light up when they get public praise, while others cringe. Some feel seen when you pitch in on a tough project. Others, when you take time to teach them something. The point here is that appreciation has to match the person, much like the wand chooses the wizard. That’s how you make it stick.
Turn Appreciation Into Culture
Appreciation isn’t a box to check. It’s a habit. A discipline. A culture.
Start small. Say “please” and “thank you.” Acknowledge when someone goes the extra mile. Call out the good ideas, even when they don’t make it into the final plan. Send a note. Send a Slack. Say the words.
When people feel appreciated, they don’t just do more – they give more. They stay. They speak up. They solve problems and they make things happen.
The best part? Showing appreciation doesn’t just help the receiver. Studies show that people who express gratitude experience a boost in mind, focus, and performance, too.
So if you want a more loyal, productive, motivated team, start here. Say thank you. And mean it.
Because everything speaks – especially appreciation.