William James said, “The deepest principle in human nature is the craving to be appreciated.” I believe this to be true. People won’t stay with your organization or bring their best if they don’t feel valued and appreciated.
The Reality
According to Quantum Workplace, employees who feel they’ll be recognized are almost three times more likely to be engaged; yet only 35% say they receive recognition weekly or monthly, and more than half say they’d like more.
The truth is that most leaders don’t show enough appreciation. Common reasons? Being too busy, thinking it’s not a priority, feeling uncomfortable giving praise or just not knowing how.
Some even worry about overdoing it or think recognition should be tied to a big accomplishment. In my experience, I’ve never seen “too much appreciation” listed as a problem on an engagement survey, but “not enough” shows up almost every time.
PATS for Appreciation
When teaching about employee appreciation, I like to use the PATS acronym.
P – Preferences: Know how each person likes to be recognized, and use this information to tap into their preferences. Some people thrive on public recognition while others would rather crawl under the table than be called out in a meeting. A gift card to their favorite restaurant will mean much more than one to a steakhouse if they’re a vegetarian. The key is tailoring your recognition, so it truly resonates with the individual.
A – Authentic: Be genuine and sincere. If you are checking off a box, people will know that it’s not authentic.
T – Timely: Don’t wait too long to say “thank you.” Recognition loses its impact when it’s delayed. If you’re acknowledging something I did three weeks ago, chances are I’ve already moved on and might not remember the details. Timely recognition reinforces the behavior you want to see and makes it feel genuine and meaningful.
S – Specific: Tell them exactly what they did that mattered. When you do this, they will know what behavior to repeat, which is what you want!
What Managers Can Do to Hardwire Appreciation
Here are a few ways to build appreciation into your daily leadership routine:
- Ask employees how they like to be recognized, keep a record and use it!
- Say “thank you” often.
- Keep gift cards or small tokens handy for spot recognition.
- Send handwritten notes, texts or quick appreciation emails.
- Ask employees who have helped them lately and pay it forward.
- Celebrate team birthdays, work anniversaries and team wins.
- Explore your team’s “languages of appreciation” together.
- Schedule time on your calendar for recognition.
If you are not a manager, you can still increase recognition in your organization by using some of the strategies above to recognize your peers! Peer recognition can be just as (or even more) meaningful than recognition from leadership.
My Favorite Type of Recognition
The simple “thank you” card! It’s such a small gesture, but it packs a big punch. When I visit workplaces, I often see “thank you” notes proudly displayed on cubicle walls or bulletin boards. It takes just a few minutes to write and costs almost nothing, but the impact can last a long time.
When recognition is thoughtful, authentic and specific, it strengthens trust, reinforces the right behaviors and reminds people that their work matters.
