4 Tips To Help Create A Culture Of Authentic Appreciation At Work

One of our shared human desires is to feel truly appreciated—an expression of admiration, approval, or gratitude (according to Merriam-Webster). To create the most positive and productive work setting, leaders of organizations and teams must create a culture where every single employee feels appreciated in specific and personal ways. 

According to Harvard Business School researchers Theresa Amiable, Ph.D., and Steven Kramer, Ph.D., the No. 1 motivation strategy for employees is consistent progress in meaningful work (coined the "progress principle"). Meaning, leaders are noticing their progress, showing gratitude for said progress, and celebrating them along the way—in other words, showing appreciation. Another study by researchers Adam Grant, Ph.D., and Francesca Gino, Ph.D., also found that when people experience gratitude from their manager, they're more productive1. 

Many organizations have formal processes and procedures in place to ensure that employees feel recognized (like a note from a manager on an employee's work anniversary, monthly awards for team members, and the like). These formal practices can certainly help, but sometimes they can be interpreted as forced or fabricated, and they do not create a culture of personalized gratitude. Rather, authentic appreciation includes consistent, timely, and personalized feedback—between leaders and their direct reports and among employees themselves.

You're likely extremely busy with a never-ending to-do list, an overflowing email inbox, meetings, calls, distractions, and personal responsibilities. Providing specific and immediate feedback to team members, on the other hand, is not necessarily an urgent task—but that doesn't make it any less important. Create a tangible reminder so it won't slip your mind: Perhaps set a block on your calendar at least two times per week to ensure you dedicate time to notice and appreciate each person on your team. 

This tactic can increase the appreciation between team members, as well as increase team connection and belonging. I used this tactic in my monthly sales meetings when I worked in the hospitality industry, and my teams always felt like family. 

Ask each person on the team how they like to be appreciated, and keep a log for each employee to help you remember. Ask them questions about their favorite foods, colors, activities, experiences, and so on. Keep track of their special dates, including birthdays, anniversaries, work anniversaries, their children's special days, etc. 

People feel appreciated when their ideas and suggestions are taken seriously and especially when they see positive changes. Create a culture where everyone on the team can speak their mind and be their authentic selves. According to workplace data analysis conducted by Google, teams that had "psychological safety" were the ones that performed the best. The initiative, called "Project Aristotle," studied hundreds of Google's teams and found that successful groups had leaders who ensured every person on the team had an equal voice and contributed without feeling insecure.