Appreciation is More Than Words

Cathie Leimbach • July 2, 2020

This is a subtitle for your new post

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.

Why Better Leaders Mean Better Bottom Lines

By Cathie Leimbach • June 3, 2025
Let’s talk straight—leadership development isn’t just a “nice to have.” It’s the engine behind real economic progress. John Kotter, a world-renowned voice in leadership and change, made it clear: organizations don’t rise or fall on products alone—they succeed because of how well they lead through change. When leaders know how to cast vision, inspire action, and adapt quickly, the ripple effect is huge. Teams become more engaged. Strategy gets implemented faster. Resistance turns into momentum. And yes—revenue and results improve.  Kotter’s work shows that companies with strong leadership navigate uncertainty better and capture more market share during tough times. Why? Because effective leaders create clarity in the chaos. They don’t just manage—they lead change with purpose. If we want to strengthen our teams, our organizations, and even our communities, we have to prioritize leadership development. Not later—now. Because when leadership improves, so does everything else. That’s not just theory. That’s proven strategy. Click here to view the document: Better Leader = Better Bottom Lines and see why investing in leadership pays off. Let’s build leaders who build better futures.

How Remote Work Decreases Life Satisfaction

By Cathie Leimbach • May 27, 2025
In today's global workplace, the rise of remote work presents a paradox: while fully remote employees often report higher work engagement, they are less likely to thrive in their overall lives compared to their hybrid or on-site peers. According to Gallup's latest findings, 31% of fully remote workers feel engaged at work, surpassing hybrid and on-site counterparts. This higher engagement stems from the autonomy remote work offers, allowing individuals to leverage their strengths and achieve a productive flow. However, the flip side reveals a stark reality: remote workers also experience higher levels of distress, including feelings of anger, sadness, and loneliness. Despite their engagement at work, they struggle with the emotional toll of isolation and the absence of social interactions that on-site and hybrid work environments naturally provide.  These insights underscore the importance of balancing engagement with overall wellbeing. While autonomy boosts engagement, it can also lead to stress without proper boundaries. Addressing these challenges is crucial for fostering a workforce that is not only engaged but also thriving in both work and life. By prioritizing social connections and providing support for mental wellbeing, organizations can create a remote work environment where employees feel both productive and fulfilled.
More Posts