Showing Appreciation to Your Employees

Cathie Leimbach • October 25, 2022

Many people who believe appreciation is important confess that they don’t know how to show appreciation in a way that is meaningful to their employees. Let’s look at some key factors for being authentically helping your team members feel valued.

Training for managers is a critical first step. Only when leaders buy-into the why of appreciation and have the necessary skills will they be confident and competent in this area.

There are 5 main types or languages of appreciation that help people to feel valued. Dr. Gary Chapman and Dr. Paul White have written a book and provide great resources on “The 5 Languages of Appreciation in the Workplace”. These are:

Words of Affirmation – Thank someone in-person one-on-one or in a group. Give them a thank you note on a card or Post-it. Send them a text or an email. Be sure to think quieter people one-on-one or in a very small group. More outgoing and confident people often enjoy being acknowledged publicly at a special event.

Quality Time – When an employee stops at your office with a question, turn away from your computer and put your pen down. Make eye contact so they know you are focusing on them. Spend coffee break or lunch with an employee or two.

Acts of Service – When a colleague has a big deadline and you have a light day, ask how you could help them for an hour. When an employee is taking cases of supplies to a community awareness event, take a few minutes to help them load their vehicle or hold the door when their arms are full.

Gifts – Only 7% of the workforce highly values gifts at work. Many of them feel valued with small gifts such as a gift card for their favorite coffee shop or a pad of nifty shaped Post-its.

Physical Touch – Yes, physical touch helps people feel valued, but, it isn’t a preferred language of appreciation at work. However, workplace belonging a rapport are enhanced by handshakes, fist bumps, and high fives.

Senior leaders modeling effective appreciation behaviors is also important. When managers and supervisors are the recipients of authentic appreciation, they are much more likely to support their employees in similar ways. When managers and supervisors who appreciation, the employees are more likely to have stronger job satisfaction and productivity and are less likely to resign.

Human beings are emotional beings. When we feel valued, we are happier and add more value. What is one thing you will do this week towards appreciating your colleagues more? 

The Need for True Human Connection

By Cathie Leimbach • August 21, 2025
In today’s fast-paced world, it’s easy to get caught up in schedules, screens, and endless to-do lists. But what people really crave is something deeper—true human connection. Dr. Paul White, who studies workplace relationships, reminds us that appreciation and connection are not just “nice to have”—they are essential for our well-being. And researcher Brené Brown shows that real connection comes from vulnerability, where people feel safe, seen and valued. Without this kind of connection, many struggle with loneliness, anxiety, or even depression. On the other hand, when we feel truly connected, we’re happier, more engaged, more resilient, and more productive. So how can we build better connections? Start small. Proactively reach out for a live conversation instead of only sending a quick text or email. Take time to connect with peers at work or in your community. Ask others to share something personal about themselves, and share something personal about your life. These simple actions can create moments of trust and belonging. And in a world that can sometimes feel disconnected, these moments are not just valuable—they are vital. Join Us! We invite you to explore this topic further at our upcoming virtual event: Managing Performance in Today’s Workforce. Learn practical strategies to strengthen workplace connection and performance.  View event details here.

Why Your Company's Success Depends on This One Thing (Hint: It's Not What You Think)

By Cathie Leimbach • August 19, 2025
What separates thriving companies from struggling ones? 🤔 Professor Lynda Gratton from London Business School spent decades studying this exact question. Her findings will change how you think about leadership. Here's what she discovered:  Organizations that invest in developing collaborative leaders consistently outperform their competitors. Not by a little—by a lot. Through her groundbreaking study of 21 global companies and 200+ executives, Gratton identified the three game-changing elements: ✅ Cooperative culture - Moving from "me vs. you" to "we together" ✅ Rich networks - Breaking down silos so ideas flow freely ✅ Shared purpose - Giving work meaning beyond the paycheck The results speak for themselves: → Better innovation → Higher employee engagement → Stronger financial performance Companies that train managers to be collaborative leaders (not just bosses) create environments where teams actually want to work together. My takeaway? Leadership development isn't a "nice to have"—it's your competitive advantage. When leaders learn to cooperate and inspire others, entire organizations transform. What's your experience with collaborative leadership? Have you seen this play out in your organization? Want to dive deeper? View Three Pillars of Success which breaks down how to produce measurable results in innovation, efficiency, and engagement.