Appreciation is More Than Words

Cathie Leimbach • July 2, 2020

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Have you ever received words of thanks that seemed hollow and insincere? Have you ever, upon opening a gift, wondered why the giver gave you ‘THIS?’


It happens a lot in life and at work! Someone reaches out to express appreciation but their gesture falls flat. The recipient doesn’t FEEL appreciated.


I have felt such a disconnect several times in my life. For example, when a friend gave me a birthday present that was far outside of my taste, I was frustrated that she wasted her money. However, I greatly appreciated that she organized a birthday party for me. I value time with friends much more than receiving gifts. 


When I receive a greeting card, I feel valued by the sender acknowledging the special occasion or challenge in my life. However, I don’t always read the pre-printed message, because those words weren’t customized for me. Because generic words don’t make me feel appreciated, I don't expect that others value them either. Since I have a very hard time finding appropriately worded cards for others, I send few cards, even though I now know that I have friends and colleagues who would appreciate receiving cards with encouraging pre-printed words. 


This little known diversity in how people express and feel appreciated has a huge impact in the workplace. Two-thirds of the times that managers think they have shown how much they value an employee, the employee does not FEEL valued. Sometimes, the employee even becomes frustrated with their manager who has just demonstrated how little they know about them.


Does a box of gourmet chocolates show that you value a high performing diabetic?


How does someone who hasn’t received a pay increase in the past three years, due to a ‘barely satisfactory’ performance rating, feel when their boss says, “glad we could rely on you today for this rush job, great work as always”?


Being appreciated at work is an important emotional need. It requires a positive emotional connection between managers and employees. 85% of employees report that FEELing valued at work is the biggest contributor to their job satisfaction. However, only 17% say they FEEL valued at work. This gap needs to be closed for employees and organizations to share more win/win experiences.


It is important for managers to build an emotionally positive relationship with every employee. Otherwise, they will experience high turnover and spend a lot of time hiring, onboarding, training, and being stressed about mediocre productivity.


What is emotionally positive for you, is not necessarily emotionally positive for those you work with. Just as there is diversity in our personalities, there is diversity in our preferred ‘language’ of appreciation. Our colleagues will only feel truly valued if we speak their language. Let's explore the five languages of appreciation in the workplace to learn about appreciation diversity.


The 5 Languages of Appreciation in the Workplace™ are:

  • Words of Affirmation such as giving specific thanks to an employee for meeting a customer deadline, is preferred by 46% of the workforce.
  • Quality Time, such as arranging to have a 1-on-1 coffee break conversation, is preferred by 26% of the workforce.
  • Acts of Service, such as helping the Public Relations Coordinator load the trade show booth and supplies into their vehicle, is preferred by 22% of the workforce.
  • Tangible Gifts, such as surprising a colleague with their favorite donut from their favorite bakery, is preferred by 6% of the workforce.
  • Physical Touch, such as a high five, is important for building trust at work but no one has identified this as their primary workplace language of appreciation.


Why Use The 5 Languages of Appreciation Model?

When managers express appreciation in a way that helps their employees FEEL valued, morale increases, turnover decreases, productivity improves, and stress declines, all contributing to a healthier culture for employees and a stronger bottom line for the organization.


Click here to learn more about The 5 Languages of Appreciation™ and how to implement this model in your workplace.

Culture Is Built in Conversations

By Cathie Leimbach • June 2, 2026
Most leaders want stronger culture. Less silo thinking. Better accountability. More ownership. Healthier teamwork. Higher engagement. But culture rarely changes because of posters, slogans, or mission statements. It changes through thousands of conversations leaders have every week. That’s one reason Jim Brown’s book, The Imperfect CEO , stands out. Rather than focusing on leadership image, the book centers on the real work of building trust-centered organizations. Shari Seckler, CEO of PenFinancial Credit Union, wrote:  “This book shows why collaboration and culture aren't soft – they're the backbone of lasting success.” Marc Jeffreys, President of Revision University, described it this way: “Jim Brown’s framework helps leaders foster environments where trust grows, purpose strengthens, and teams move forward together.” In our Conversational Management work, we consistently see that culture is shaped by how leaders handle everyday moments: difficult feedback missed expectations recognition conflict coaching conversations accountability discussions collaborative decision-making Employees usually decide whether they trust leadership based on these interactions far more than company messaging. That’s why books like The Imperfect CEO matter. They remind leaders that organizational health is not built through perfection. It is built through clarity, humility, consistency, and meaningful conversations repeated over time. If you lead people, this book deserves your attention. Order your copy today.

The Futility of Leadership Perfection

By Cathie Leimbach • May 26, 2026
Many leaders quietly carry the pressure that they are supposed to have every answer. Be decisive. Stay strong. Never show uncertainty. Keep pushing forward no matter what. The problem is that approach often creates distance inside organizations instead of trust. In The Imperfect CEO , which was released on May 19, Jim Brown challenges the idea that leadership effectiveness comes from appearing flawless. Instead, he makes the case that healthy organizations are built by leaders willing to lead with clarity, humility, accountability, and honesty. Larry Siff, CEO of Neptune Advisors and C-Level Community, shared this perspective: “In The Imperfect CEO , Jim Brown doesn’t shy away from the messy reality of being a real person in charge, yet he shows how that honesty becomes a source of organizational health.” Edna Lopez, former Senior Executive at Gateway and Amway, wrote: “In every organization I've led, one truth has been constant: culture determines whether strategy ever sees daylight. The Imperfect CEO gets to the heart of that reality.” That connection between leadership and culture is exactly why the ideas in this book matter. In Conversational Management, we often see organizations struggle , not because leaders lack intelligence or effort, but because communication patterns quietly create confusion, defensiveness, disengagement, or fear. The healthiest organizations usually are not led by leaders who are aiming for perfection. They are led by leaders who know perfection is elusive. They acknowledge their limitations and the benefits of team collaboration. They humbly create honest conversations, clear expectations, accountability, and trust — even when it feels uncomfortable.  The wait is over for a down-to-earth book that dares to reveal common leadership imperfections and provides support for enhancing leadership impact! The Imperfect CEO is now available!