How Appreciation Impacts Workplace Satisfaction & Retention

Cathie Leimbach • August 1, 2023

Human diversity is caused by many factors including genetics, environment, and life experiences. This wide range of human diversity affects many aspects of leading people including their response to receiving – or not receiving – appreciation at work. Recent Gallup research has found that the variability in people receiving appreciation is significantly correlated to the sense of fairness in the workplace, employee burnout, and turnover.


This article summarizes some of the differences between employees who feel they are receiving the right amount of recognition and those who don’t feel they are receiving the right amount. Many of the survey respondents indicated that the right amount of recognition is receiving positive feedback at least a few times a week from colleagues – supervisors and/or other coworkers.

First, let’s look at the feeling of being treated fairly at work, a factor that greatly impacts the workplace culture, morale, and productivity. Those who feel they receive the right amount of recognition are seven times more likely to feel treated fairly than those who don’t receive the right amount. Also, those who receive the right amount of recognition are four times more likely to feel respected and valued at work.


Second, let’s look at the impact of feeling appreciated on burnout. When women don’t receive the right amount of recognition, 31% of them feel burned out while only 11% of those who feel adequately recognized feel burned out. However, 24% of men report being burned out whether they feel appropriately recognized or not. Providing quality appreciation increases women’s sense of well-being and their productivity.


Third, let’s explore the potential impact of recognition on employee retention measured by people actively looking for or watching for other job opportunities. Gallup’s 2023 study found that 40% of men who feel they are receiving the right amount of recognition are looking for or keeping their eyes open for a different job. Of those not feeling well appreciated, 58% of men are paying attention to opportunities elsewhere.  32% of women who are feeling appropriately recognized are looking for or watching for other job opportunities while 56% of women who don’t feel well appreciated are considering working elsewhere.


These realities highlight the importance of managers showing appreciation to employees who are fulfilling any or all aspects of their workplace expectations. When people feel treated fairly they are less likely to complain and will be more productive. Women who feel well appreciated are much less likely to be burned out and, thus, be more productive. Overall, both men and women who feel they are receiving the right amount of recognition are more likely to be committed to staying at their current workplace leading to increased engagement and productivity. 



Managers who prioritize recognizing their employees’ contributions at work will likely receive a high return on this investment. Showing appreciation at work is well worth the time and effort! 

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.