Why Workplace Appreciation Is the Missing Piece of Your Culture Strategy
- Feb 12
- 5 min read
Updated: Feb 16
by Juliane Troicki, Ph.D., Founder of The Illuminating Project
What if the best culture strategy wasn’t using the latest AI model or tech platform but something deeply human like appreciation?
During one of the Illuminating Project’s engagement projects, a client told me that he was so unappreciated at a past job that he felt his “soul being crushed”. Of course, he left the company as soon as he could. In fact, many people echo this sentiment and report that they do not feel appreciated at work (Gallup 2024, OnePoll 2022, White 2017). This is truly a missed opportunity and a strategic shortcoming for organizations.
You know the rare moment of feeling truly appreciated. It’s exhilarating and wonderful on an existential level. Everyone craves the feeling and remembers the manager or co-workers who praised them. After all, “the greatest need of a human being is (…) to be affirmed, to be validated, to be appreciated” (Covey 2020, p. 279). Naturally, most employees say that appreciation at work is very important to them and that they would like to receive more appreciation on a regular basis from their supervisors and company (Troicki 2024, O.C. Tanner 2024, Workhuman & Gallup 2022, SHRM 2023).
Even though these findings have been around for a few years, they have not revolutionized organizations and workplaces. What surprises me is that despite all the data on appreciation, recognition and engagement, many companies still do not regard appreciation as a savvy and crucial culture strategy. Even though most agree that appreciation is beneficial, the consensus remains that appreciation is simply “nice to have”. As a result, we don’t see many organizations apply and use appreciation effectively. Whether they assume they already incorporate appreciation into their workplace, or assume that they do not need it, the truth is that companies are missing the mark on workplace appreciation and as a result miss out on building healthy and profitable organizations.
Appreciating individuals on behalf of companies and communities, I see the amazing impact of appreciation daily. For example, one of the employees featured felt so inspired by the experience that she applied for a leadership position and created a new work team. A participant from an appreciation training was motivated to take on an additional function to his manager’s great delight. Yet another client reported feeling renewed passion and purpose which helped her overcome burnout and return to work. Research confirms that appreciated individuals are more fulfilled, loyal and productive (Chapman & White 2019, Harter et al. 2014). Such employees are the foundation of a great culture and your company’s success engine. They are more motivated, work harder and provide better customer service. Happy at work, appreciated employees are marketing gold: they will rave about your company, build your brand, recruit, retain, and grow your culture and your organization.
So how should you utilize appreciation to reap maximum benefits for your people, your organization and your bottom line?
Make workplace appreciation the foundation of your organization’s culture
Establish appreciation in your organization’s values, language and all communications, in person and online. Everyone interacting with your organization, whether they are visiting your offices or your website, should know that you value your people as a matter of principle.
Invest in your people and your culture by regularly training and educating all employees. You want them to learn how to regard one another with a mindset of appreciation daily. Make training leadership and managers a priority as they set the tone for the entire organization.
Recognize and celebrate employees always, not only when they meet certain milestones or targets. This lets employees know that they are important to you and that you value them as human beings. With this approach, you recognize their continued effort, a key strategy increasing motivation and preventing burnout. Everyone wants to be known as an individual that matters instead of a faceless number in a big organization.
Create and host in-house events that uniquely bring your employees together. Events are the perfect opportunity for your employees to build connection and healthy relationships which are key components of great organizational culture. Encourage leadership and managers to attend so they can get to know their team members better and demonstrate their commitment to them and your culture. When planning the event, be generous, pull out all the stops and make it fun to show your employees how important they are to you.
Pay attention and “catch” people doing something well. We are primed to spot faults in others right away. Instead, you adopt a mindset of appreciation. Focus on finding worth in others, in their abilities and effort. For example, notice their strengths, skills and talents. This shift in perception will enable you to “catch” someone doing a good job. When you do, make sure to praise them. This will motivate and inspire everyone to give their best.
Praise employees timely and frequently. It is important that they hear your positive feedback right away and often. You will encourage your employees to continue giving their best and might inspire others to follow their lead. In addition, you establish praise as a central part of your daily workflow and culture.
If you want to be a successful leader of a thriving organization, you will want to make appreciation of your people the foundation of your culture. When your employees are valued, they will be loyal, more productive and boost your organization’s reputation and success. Genuine appreciation brings out the best in all of us and creates organizations with amazing cultures. It is time to fully embrace appreciation as part of your strategy to recognize great employees, and as a smart business strategy to supercharge your organization with incredible results for employees and business alike.
References
Chapman, G., & White, P. (2019). The 5 Languages of Appreciation in the Workplace: Empowering Organizations by Encouraging People (Revised and Updated ed.). Chicago, IL: Northfield Publishing.
Covey, S. R. (2020). The 7 Habits of Highly Effective People (30th Anniversary Edition). New York, NY: Simon & Schuster.
Gallup. (2024). State of the Global Workplace: 2024 Report. Gallup Press.
Harter, J. K., Schmidt, F. L., Agrawal, S., & Plowman, S. K. (2014). The Relationship Between Engagement at Work and Organizational Outcomes: Q12 Meta-Analysis. Gallup Organization.
O.C. Tanner Institute. (2024). Global Culture Report 2024. O.C. Tanner Institute.
OnePoll. (2022). Workplace Appreciation Survey Results. OnePoll Research Survey
SHRM. (2023). Employee Job Satisfaction and Engagement: The State of the American Workplace. Society for Human Resource Management.
Troicki, J. (2024). Workplace Appreciation and Engagement Findings from Illuminating Project Initiatives. Internal program data and participant feedback summaries, Illuminating Project.
White, P. (2017). Rising Above a Toxic Workplace: Taking Care of Yourself in an Unhealthy Environment. Chicago, IL: Northfield Publishing.
Workhuman & Gallup. (2022). From Praise to Profits: The Business Case for Recognition at Work. Workhuman Research Institute and
Gallup.
About Illuminating Project
The Illuminating Project partners with companies to create workplaces where people feel seen, valued, and appreciated.
We design appreciation and recognition programs, leadership training, and engaging projects that help employees feel connected to their work and their teams.
The Illuminating Project began with community engagement projects that brought large groups of people together, and grew into a business focused on helping companies keep great employees and attract new ones.
By paying close attention to individuals and their unique strengths, and using research and real data, we help organizations build positive work cultures, improve retention, and become places where people truly want to work.
About CultureCon:
CultureCon, a Certified B Corporation®, is on a mission to inspire positive change around organizational culture. Through large conferences, online courses, consulting services, and certification programs, we deliver experiences that provide practical tools and motivation for our customers to become cultural change agents within their organizations. Our customers include business owners, CxOs, HR leaders, senior management, individual contributors, and anyone who wants to build more uplifting, inspiring, and healthy workplaces.
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