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! 

"Produce More" Isn't a Goal

By Cathie Leimbach • November 10, 2026
For the tenth day in a row, production missed its target. Barry, the production manager, was frustrated and worried. Customer orders were piling up, inventory was running low, and he had no idea how to get things back on track. Even the VP of Manufacturing and HR had no helpful answers. Meanwhile, Joe, one of the line supervisors, couldn't understand why Barry was so upset. He'd heard through the grapevine that sales were down. So why was producing less such a big deal? Barry was baffled. He'd told his supervisors to increase production. Why weren't they pushing their teams harder? He pulled up the AI summary from Monday's "What's Up This Week" meeting. There it was. He'd asked the supervisors to produce more than last week because a large customer order had to ship the following Monday. But had he made his expectations clear? Barry thought he'd given a goal. Joe thought he'd heard a suggestion. Neither knew they weren't on the same page. Sound familiar? When expectations are fuzzy, even good employees miss the mark. The result: frustrated managers, confused employees, missed targets, and disappointed customers. LEADERSHIP TIPS: THREE STEPS TO STRONGER PERFORMANCE 1. Make expectations crystal clear. Explain what needs to be done, by when, and why it matters. Instead of saying "produce more," Barry could have said, "We need 200 additional widgets by Friday to fill a 500-widget customer order that ships Monday." Then he could have asked each supervisor what their line could realistically produce and what support they needed. A two-way conversation builds clarity and commitment. 2. Monitor progress daily. Don't wait until Friday to discover the team is behind. Review production results with supervisors every day. Compare actual output with the weekly goal, and recognize progress along the way. Ask, "Are we on track? What might keep us from reaching our target?" 3. Take corrective action before shortfalls grow. When production falls behind, don't just demand better results. Start a conversation. Ask, "What's getting in the way? How can we catch up? What help do you need from me?" Then work out a plan together, agree on who's doing what, and follow up to make sure it happens. Strong performance doesn't come from pushing people harder. It comes from clear expectations, regular monitoring, and shared accountability. When leaders explain what matters, listen to their people, and help remove roadblocks, employees are better equipped and more motivated to deliver. Conversation is Where Leadership Happens™ Say what matters. Ask what's in the way. Agree on next steps. Missed targets, fuzzy expectations, or a talk you keep postponing? Bring it to the Workplace Conversations Clinic on November 16. We'll discuss how to have that conversation with kindness and clarity. Register Here

Be Kind to Your Team AND Hold Them Accountable

By Cathie Leimbach • November 3, 2026
Tammy was furious. For the third day in a row, the hydraulic hose assembly line was falling behind. How could they keep customers happy when production was this slow? The target was 50 hoses per hour, with at least 98% meeting quality standards. Yet, after two hours, Tom's team had produced only 65 hoses, and six had failed inspection. Tammy marched over to Tom, the line supervisor. “This is unacceptable! You know our targets. Get your people moving!” She stormed off, frustrated and worried about falling further behind. Tom felt embarrassed and discouraged. He told his team to work faster. An hour later, production was still behind, and more hoses had failed inspection. Leadership Tip – Correct Kindly, Solve Problems Together Corrective action doesn't need to be harsh. A calm, respectful conversation can improve both performance and trust. Clarify the gap. Remind the employee of the agreed expectation and describe what you've observed. “Tom, our target is 50 hoses per hour, with 98% meeting standards. Your team produced 65 in two hours, and six failed inspection.” Explore causes and solutions together. Ask, “What's getting in the way?” Listen carefully. Perhaps a crimping machine needs adjustment or a new employee needs coaching. Ask, “What could we do differently? How can I help?” Agree on next steps. Ask Tom to summarize what he'll do. State what you'll do to support him. Agree on when you'll review progress. Bottom Line Kindness doesn't mean lowering expectations. It means helping people meet them. Conversation is Where Leadership Happens™ Be kind. Be clear. Hold people accountable. Have a conversation you’ve been putting off because you don’t want to sound harsh—or let the issue slide? Bring it to the Workplace Conversations Clinic on November 16 to discuss addressing the problem with kindness, setting clear expectations, and agreeing on next steps. Reserve your spot for the November 16 Workplace Conversations Clinic → HERE