Expressing Authentic Appreciation

This week we’re delighted to post an article as a follow up to my recent blog based on the popular book, “The 5 Languages of Appreciation in the Workplace” written by Gary Chapman and Paul White.

We’d like to thank Dr. Paul White for taking the time to write this article, and for the research & guidance that has enabled many companies to create a Top Workplace, a designation we are proud to have received again this year in the Piedmont Triad area of North Carolina.

Unfortunately, most employees don’t feel valued or appreciated by their supervisors or employers.  In fact, research has shown that the predominant reason team members quit their jobs is because they don’t feel valued.  This is in spite of the fact that employee recognition programs have proliferated in the workplace – over 90% of all organizations in the U.S. have some form of employee recognition activities in place.

But most employee recognition programs are viewed with skepticism and cynicism – because they aren’t viewed as being genuine in their communication of appreciation.  Getting the “employee of the month” award, receiving a certificate of recognition, or a “Way to go, team!” email just doesn’t get the job done.

How do you communicate authentic appreciation?  We have found people have different ways that they want to be shown appreciation, and if you don’t communicate in the language of appreciation important to them, you essentially “miss the mark”.  Additionally, employees need to receive recognition more than once a year at their performance review.  Otherwise, they view the praise as “going through the motions”.  A third component of authentic appreciation is that the communication has to be about them personally – not the department, not their group, but something they did.  Finally, they have to believe that you mean what you say.  How you treat them has to match the words you use.

If you are not sure how your team members want to be shown appreciation, the Motivating By Appreciation Inventory ( will identify the language of appreciation and specific actions preferred by each employee.  You then can create a group profile for your team, so everyone knows how to encourage one another.

Remember, employees want to know that they are valued for what they contribute to the success of the organization.  And communicating authentic appreciation in the ways they desire it can make the difference between keeping your quality team members or having a negative work environment that everyone wants to leave.

Paul White, Ph.D., is the co-author of The 5 Languages of Appreciation in the Workplace with Dr. Gary Chapman.  Go to for more information.