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Appreciation is Essential

Cathie Leimbach • October 18, 2022

Human beings are emotional beings. For emotional and mental health, we require affirmation that we are valued as a person.  To be engaged at work, we also need to know that we are valued for the contributions we make to the organization’s success.  Yet, studies show that 40 to 65% of the workforce has not felt appreciated at work in the past year. 

When employees don’t FEEL appreciated and valued at work, they are 5 times as likely to be disengaged, 74% more likely to be looking for another job, and 27% more likely to be struggling in their personal life. The resulting depression and poor workplace productivity lead to lower self-esteem, poorer quality relationships, and declining physical health.

Many leaders think they are showing appreciation, yet their employees aren’t feeling valued. Generally this is because we, as leaders, aren’t being intentional enough in how we recognize our team members.

Effective recognition is not everyone getting a standard gift on their 5th anniversary at the company or being chosen as this week’s recipient of their supervisor’s thank you note through the company’s digital peer-appreciation portal.   Effective appreciation is fulfilling, authentic, equitable, and personalized.

Fulfilling – Appreciation involves feeling. The method of showing appreciation must help the recipient feel valued and fulfilled. Different people value different forms of appreciation differently. Discover which of the following mean the most to each team member and thank them accordingly. Is it words of affirmation, quality time, acts of service, gifts, or physical touch?

Authentic – Leaders must truly believe in the recognition they are giving their employees. Through the leader’s body language, tone of voice, and everyday attitude towards employees, team members discern whether their leader is being sincere Only sincere appreciation helps employees feel valued.

Equitable – Everyone deserves frequent and honest appreciation and feedback. It is effective to recognize different people in different ways to suit their preferences.  However, it is not okay to recognize some people daily and ignore others altogether. If you have an employee who truly is not adding any value in the workplace nor exhibiting any positive behaviors, why are they on your payroll?

Personalized – When you are recognizing an individual, be specific about a way they had energy to the team or a recent time they completed an important project very well and on time. Don’t simply point out that their team gets good results. Let them know that you are paying enough attention to them that you see something they are personally contributing.

To lead with excellence, leaders need to be worthy of followers. Showing appreciation to every team member so they Feel valued is an essential aspect of leadership. 

Which of the 4 characteristics of effective appreciation are you already doing well? Which aspect will you focus on improving this week?  

Why Master Open-Ended Questions

By Cathie Leimbach • April 8, 2025
In today's busy workplace, asking good questions can make you better at your job. Open-ended questions—ones that need more than just "yes" or "no" answers—help you learn more and have better conversations with others. Research shows these questions really work. Gallup found that managers who use open-ended questions have 27% less employee turnover and 18% better productivity. These questions make team members feel safe to share their ideas. Harvard Business Review says that when bosses ask at least four open-ended questions in meetings, teams come up with 42% more creative solutions. By asking instead of telling, leaders get more ideas from everyone. McKinsey discovered that managers who are good at asking open-ended questions find 34% more opportunities for process improvement. These questions help spot problems and challenge old ways of thinking. These benefits go beyond just team conversations. The Journal of Applied Psychology found that salespeople who use open-ended questions with customers make 23% more sales. By better understanding what customers need, they can offer better solutions.  Learning to ask open-ended questions isn't just about talking better—it's a skill that helps you succeed in all parts of work. Click here for more information.

The Perils of a Bad Boss

By Cathie Leimbach • April 1, 2025
Bad bosses aren't just a nuisance – they're an epidemic. A staggering 70% of employees report that problematic managers are commonplace in today's workforce. This reality has serious consequences for both workers and companies alike. What drives employees to pack up their desks? Unethical behavior tops the list, with 62% of workers citing it as a reason to quit. Following closely behind are hypercritical managers (54%) and those who burden their teams with unrealistic expectations or excessive workloads (54%). While some managerial shortcomings are merely frustrating rather than deal-breakers, they still damage workplace morale. Disorganized bosses frustrate 33% of employees, micromanagers irritate 29%, and unapproachable or inflexible leadership styles bother 27%. Perhaps most concerning is the communication breakdown: 72% of employees wish they could openly discuss workplace concerns with their managers, but 59% fear retaliation if they speak up. How might these issues be affecting your organization? High turnover rates don't just disrupt workflow – they devastate your bottom line. Between recruitment costs, training expenses, lost productivity, and institutional knowledge walking out the door, each departed employee can cost between 50-200% of their annual salary.  Ready to understand what turnover is truly costing your company? Click Here for access to a free Cost of Turnover Calculator.
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