Showing Appreciation to Your Employees

Cathie Leimbach • October 25, 2022

Many people who believe appreciation is important confess that they don’t know how to show appreciation in a way that is meaningful to their employees. Let’s look at some key factors for being authentically helping your team members feel valued.

Training for managers is a critical first step. Only when leaders buy-into the why of appreciation and have the necessary skills will they be confident and competent in this area.

There are 5 main types or languages of appreciation that help people to feel valued. Dr. Gary Chapman and Dr. Paul White have written a book and provide great resources on “The 5 Languages of Appreciation in the Workplace”. These are:

Words of Affirmation – Thank someone in-person one-on-one or in a group. Give them a thank you note on a card or Post-it. Send them a text or an email. Be sure to think quieter people one-on-one or in a very small group. More outgoing and confident people often enjoy being acknowledged publicly at a special event.

Quality Time – When an employee stops at your office with a question, turn away from your computer and put your pen down. Make eye contact so they know you are focusing on them. Spend coffee break or lunch with an employee or two.

Acts of Service – When a colleague has a big deadline and you have a light day, ask how you could help them for an hour. When an employee is taking cases of supplies to a community awareness event, take a few minutes to help them load their vehicle or hold the door when their arms are full.

Gifts – Only 7% of the workforce highly values gifts at work. Many of them feel valued with small gifts such as a gift card for their favorite coffee shop or a pad of nifty shaped Post-its.

Physical Touch – Yes, physical touch helps people feel valued, but, it isn’t a preferred language of appreciation at work. However, workplace belonging a rapport are enhanced by handshakes, fist bumps, and high fives.

Senior leaders modeling effective appreciation behaviors is also important. When managers and supervisors are the recipients of authentic appreciation, they are much more likely to support their employees in similar ways. When managers and supervisors who appreciation, the employees are more likely to have stronger job satisfaction and productivity and are less likely to resign.

Human beings are emotional beings. When we feel valued, we are happier and add more value. What is one thing you will do this week towards appreciating your colleagues more? 

The Self-Discipline of a Growth Mindset

By Cathie Leimbach • April 15, 2025
A growth mindset means believing you can get smarter and develop new skills through hard work and practice. People with a growth mindset see challenges as opportunities to grow. On the other hand, a fixed mindset means thinking your talents and abilities cannot change much, no matter how hard you try. People with a growth mindset are more likely to exercise self-discipline to learn new behaviors. This helps us adapt to new opportunities. When we push ourselves to try different approaches, we open doors that would otherwise remain closed. This takes courage and commitment, especially at first when new ways of doing things feel uncomfortable or difficult. Our brains have amazing potential to change throughout our lives. When we repeatedly practice new skills or ways of thinking, our brain creates new pathways that make these actions easier over time. What once felt impossible can gradually become second nature.  The hard part is sticking with new behaviors long enough for them to become normal. This is where self-discipline comes in . By consistently practicing different approaches, what once required enormous effort eventually feels natural. This ability to adapt keeps us growing, helps us keep up with our changing world, and unlocks possibilities we might never have imagined.

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.
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