In a world obsessed with productivity metrics and performance indicators, there's a surprisingly simple factor that has the biggest impact on workplace wellbeing—appreciation. Recent research by Indeed reveals a striking statistic: 73.4% of employees rate appreciation as their top priority for workplace wellbeing.1 Yet, despite this clear signal from the workforce, many organisations still struggle to build a culture of genuine appreciation.

Why Appreciation Matters More Than You Think

Let's start with a surprising truth: appreciation isn't just about making people feel good—it's a fundamental driver of organisational success. When employees feel valued, the impact ripples through every aspect of your business, from productivity to retention, from innovation to customer satisfaction.

The Appreciation Gap

Despite its importance, there's often a significant gap between what employees need and what they receive in terms of appreciation. This gap becomes particularly evident when we consider that:

  • Less than one in four workers (23%) report truly thriving in their workplace.2
  • 86% of workers say their happiness at work affects their mood at home.3
  • 41% of workers say they feel inspired to excel when they feel valued.4

The Science Behind Appreciation

Appreciation works because it taps into fundamental human needs:

  1. Recognition: The need to be seen and valued.
  2. Purpose: The desire to know our work matters.
  3. Connection: The importance of human acknowledgment.
  4. Motivation: The drive to contribute and grow.

To learn more about how to work purposefully download Indeed’s Wellness Twin Workbook or watch the ondemand Reimagining You: Unlock Your Best Self at Work with Heshan Fernando. When you align your work with your core values and bring your authentic self to each task, you create a more meaningful and fulfilling professional experience that benefits both you and your organisation.

Building a Culture of Authentic Appreciation

1. Make It Specific

Don't just say "good job"—be specific about:

  • What you observed.
  • Why it matters.
  • The impact it had.
  • How it aligns with organisational values.

2. Time It Right

  • Offer appreciation in real-time when possible.
  • Create regular rhythms for recognition.
  • Don't wait for formal reviews to acknowledge good work.

3. Personalise Your Approach

Remember that appreciation isn't one-size-fits-all:

  • Some prefer public recognition.
  • Others value private acknowledgment.
  • Many appreciate written notes.
  • Some respond best to new opportunities.

The Leadership Connection

Indeed's research highlights that 41% of workers believe regular, open communication from leaders is crucial for workplace wellbeing.5 This communication becomes particularly powerful when it includes genuine appreciation. Leaders who excel at showing appreciation tend to:

  1. Lead by Example
    • Regularly express gratitude.
    • Create spaces for team appreciation.
    • Acknowledge both outcomes and effort.
  2. Build Systems
    • Implement regular recognition programs.
    • Create channels for peer appreciation.
    • Include appreciation in meeting agendas.
  3. Foster Authenticity
    • Move beyond generic praise.
    • Connect appreciation to personal growth.
    • Link individual contributions to larger purpose.

Practical Steps To Increase Appreciation

Daily Practices

  1. Start meetings with appreciation moments.
  2. Keep an appreciation journal.
  3. Send at least one specific thank-you message daily.

Weekly Habits

  1. Schedule time for recognition.
  2. Review team contributions.
  3. Share success stories.

Monthly Rituals

  1. Team appreciation sessions.
  2. Recognition newsletters.
  3. Appreciation-focused one-on-ones.

Measuring the Impact

While appreciation might seem soft and unmeasurable, its effects are quite tangible:

  • Increased employee engagement.
  • Higher retention rates.
  • Improved team collaboration.
  • Better customer satisfaction.
  • Enhanced innovation and creativity.

Common Pitfalls to Avoid

  1. Generic Appreciation
    • Make it specific and personal.
    • Connect it to impact and values.
  2. Inconsistency
    • Create regular appreciation rhythms.
    • Build sustainable practices.
  3. Forced Recognition
    • Keep it authentic.
    • Focus on genuine achievements.

Moving Forward: Creating Your Appreciation Strategy

  1. Assess Current State
    • Survey employee satisfaction with recognition.
    • Identify appreciation gaps.
    • Gather feedback on preferred methods.
  2. Develop an Action Plan
    • Create appreciation guidelines.
    • Train leaders in effective recognition.
    • Implement recognition systems.
  3. Monitor and Adjust
    • Track engagement metrics.
    • Gather regular feedback.
    • Refine approaches based on results.

The Bottom Line

In today's competitive workplace, appreciation isn't just a nice-to-have—it's a strategic imperative. When 73.4% of employees identify appreciation as their top priority, it's clear that this isn't just about feeling good—it's about creating environments where people can truly thrive.6 Remember, building a culture of appreciation doesn't require a massive budget or complex programs. It starts with genuine recognition, consistent practice, and authentic leadership. The return on this investment? A more engaged, productive, and loyal workforce ready to tackle tomorrow's challenges.

Sources:

1  2024 Indeed.com data, Global Work Wellbeing Report

2 Wellness at Work 2023 Report

3-4 2024 Indeed.com data, Global Work Wellbeing Report

5 Wellness at Work 2023 Report

6  2024 Indeed.com data, Global Work Wellbeing Report