We all know appreciation feels good, but did you know that it’s also good business?

A study by Quantum Workplace found that employees who believe they’ll be recognized are 2.7 times more likely to be highly engaged. Organizations with strong recognition cultures see up to 31% lower voluntary turnover and higher performance outcomes.¹

Appreciation also drives what psychologists call Perceived Organizational Support (POS) — the sense that “my organization values me.” This, in turn, increases loyalty, commitment, and discretionary effort.²

So why is appreciation still underused? Because leaders often overcomplicate it. They wait for the “big” wins — the million-dollar client or the heroic save — instead of noticing the quiet consistency that makes those wins possible.

Recognition works best when it’s timely, specific, and genuine.³ I tell my audiences that as far as feedback goes: “The more specific, the more terrific.”

In practice, statements like “Thanks for capturing next steps so clearly” build more engagement than “Good job, team.”

And when appreciation flows among peers, it becomes part of the social fabric of trust.

So go ahead and notice the small things today. Say the thank you that you’ve been meaning to say. Look for what’s going right.

Your words might just be the engagement boost that puts a little spring in your colleague’s step.

Karen

Karen@KarenSnyder.com

Sources

¹ Quantum Workplace (2023). The Importance of Employee Recognition. Retrieved from quantumworkplace.com

² Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71(3), 500-507.

³ Achievers (2024). Employee Recognition Statistics That Matter. Retrieved from achievers.com.