Appreciation that lands and lasts

How come many employees – and even leaders – still do not feel appreciated or recognised despite of New Work initiatives, Team Development efforts, and the Sharing Age?

Conditional Recognition

Most recognition is tied to an “if…then” pattern: “If you complete the task, then you get praise.” It focuses on results, not on the person.

If we recognise the person, appreciation can land and last. For example: “I appreciate your commitment, your precision, or your way of communicating.”

Self-Worth Matters

When employees have a low sense of self-worth, appreciation cannot take root, no matter how often or how much you top it up.

Leaders can help by fostering self-recognition in employees – for example, by asking questions that allow employees to discover their own value.

Empty Words Are Not Enough

Saying “Great job” alone rarely sticks. The most impactful and lasting way to share appreciation is when it is paired with meaningful action:

– Invite open communication

– Ask for perspectives

– Act on promised changes

– Give greater responsibility

Recognition Is Not One-Size-Fits-All

Recognition is like a love language. Some people need a lot of it, while others feel uncomfortable receiving praise.

Timing, approach, and context matter as much as the words themselves.

Superficial, tick-box recognition does not work.

True appreciation is intentional, personal, and actionable. It builds on a person’s self-worth – but it can never replace it.

What is your preferred way to give and receive appreciation and recognition?

MARINA&TEAM
Surf the wave of change with us