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 New Tools Don’t Change Behavior

By Cathie Leimbach • January 27, 2026
New tools promise big results. New software, dashboards, and systems all look great on paper. But months later, many leaders are still asking, “Why hasn’t much changed?” Because tools don’t change behavior — leadership does. A system can organize work, but it can’t create ownership. It can’t set expectations. It can’t follow through. Without strong leadership habits, even the best tools just make problems more visible. What really drives results? Clear expectations Consistent follow-through Helpful feedback Leaders who model the right behavior When those are missing, people work around the tool instead of with it. Adoption drops. Frustration rises. And the old problems stay. So the better question isn’t, “What tool do we need next?” It’s, “Do our leadership habits support the results we expect?”  👉 Join our 60-minute Leadership Conversation to explore the habits that actually drive performance.

If Nothing Changes, What Will This Cost?

By Cathie Leimbach • January 20, 2026
When things feel “manageable,” leaders often continue with status quo. People are busy. Work gets done. But small issues quietly add up. Rework becomes normal. Deadlines stretch. Decisions take longer. None of it feels like a crisis, but together it eats away at time, energy, and profit. Inconsistent leadership makes it worse. When expectations change from day to day or from one manager to another, people stop giving their best. Some coast. Some get frustrated. Some start looking elsewhere. Turnover rises, along with hiring and training costs. The warning signs are usually right in front of us: Work keeps getting redone. Managers avoid tough conversations around poor performance. Good people are doing less than they could. Progress feels slower than it should. The real question isn’t, “Can we live with this?” It’s, “What is this costing us if nothing changes?” 👉 Join our 60-minute Leadership Conversation to explore how today’s patterns may be impacting your results — and what small shifts could make a big difference.