In Gary Chapman and Paul White’s “The 5 Languages of Appreciation in the Workplace,” the authors discuss why “thank you” does not always connect with the person’s needs. Chapman states, “Appreciation emphasizes what is good for the company and good for the person.” Appreciation extends beyond the “physical needs” of the employee to the deeper psychological needs. The need to be valued, understood, and validated are part of basic human necessity and desire to feel purposed. Appreciation creates a sense of connectedness to the organization and those that work within it. Genuine appreciation from leadership says, “You are valued here; you make this organization what it is.” When we feel like we are part of something larger than ourselves, we are willing to put the work and passion into what it takes to make the organization great.

The following are tips on creating and maintaining effective employee appreciation within your own organization: — Determine the Criteria — Determine if the act of appreciation stems from employees reflecting core values, going the extra mile, or just being a consistent performer. The appreciation should serve as recognition of the employee’s work and commitment, not as a motivator to work harder.

What is of value to the Employee?

Appreciation looks differently to everyone. I personally thrive off of personal notes and individual recognition. Some employees may love praise and recognition in the midst of a group, while others may prefer a more private recognition. Find out what is personal to the employee – the act of appreciation should not only be given in a format that reflect their personal needs, but the appreciation itself should reflect that you know them and what is important to their personal selves. The more personal it is, the more value it reflects.

Across the Board

Consistency is key. Appreciation should be consistent across the board for all employees. One team or team member should not be recognized more than others. It is up to leadership to keep track of their teams and where they are performing well. This can insure that the scales remain balanced.

Include the Team

In our office, employees can nominate their own team members for our “value awards.” There is something additionally special about the recognition of the people you work shoulder to shoulder with each day. Involving the direct team to appreciate the individual employee builds confidence in the team itself and a stronger feeling of inclusion and connection.

Mean It

Above all else, MEAN IT. Do not recognize an employee in order to curb their complaining nature, or because you “have to.” Appreciate them because they need to feel valued and validated in their work. Appreciate them because you are striving to have the organization feel connected and empowered. Appreciate them because valued employees are engaged and loyal. Strive to appreciate employees through genuine words and actions that reflect their integral role within the organization.

Source: Gary Chapman and Paul White, The 5 Languages of Appreciation in the Workplace.

The Culture Counts blog is a discussion of law firm culture and legal innovation, including topics such as effective leadership, employee engagement, workplace culture, ideal work environment, company core values, and workplace productivity.  

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