Why Appreciation Matters More Than You Think
When did you last tell someone at work they did a great job? Not for closing a massive deal or landing a huge client—just for doing their job well, consistently, every day?
If you're struggling to remember, you're not alone. Most businesses are brilliant at celebrating the big wins and terrible at recognizing everyday great work. And it's costing them more than they realize.
The Appreciation Gap
Here's what research tells us: employees who feel genuinely appreciated are more productive, more engaged, and far less likely to leave. Yet study after study shows that lack of recognition is one of the top reasons people quit.
We've created workplace cultures where people feel invisible unless they're smashing targets or fixing crises. The person who quietly keeps everything running? Who mentors junior team members? Who consistently delivers quality work without fuss? They fade into the background.
And then they leave. And we act surprised.
Why Everyday Appreciation Matters
Appreciation isn't a nice-to-have. It's fundamental to how humans are wired. We need to feel seen, valued, and that our contribution matters. When that's missing, motivation dies.
But here's the thing most leaders miss: appreciation isn't just about making people feel good (though that matters too). It's about reinforcing the behaviors and outcomes you want more of.
When you recognize someone for going the extra mile, you signal to the entire team that this is what good looks like. When you thank someone for their thoughtfulness, their collaboration, their consistency—you're shaping your culture in real time.
Appreciation is leadership. It's how you show your team what matters.
The ROI of Recognition
Let's talk business impact, because appreciation drives outcomes:
Productivity increases. People who feel valued put in discretionary effort. They go beyond their job description because they want to, not because they have to.
Retention improves. Replacing someone costs 6-9 months of their salary. A culture of appreciation is cheaper than a recruitment bill.
Engagement rises. Engaged employees are more creative, more collaborative, and more committed to your mission.
Culture strengthens. When appreciation flows peer-to-peer, not just top-down, you build a culture where people genuinely support each other.
What Good Appreciation Looks Like
Not all recognition is equal. Generic "great job, team!" emails don't land. Here's what does:
Be specific. "Thanks for staying late" is fine. "Thanks for reworking that proposal at short notice—the client loved the new approach and it won us the deal" is powerful.
Be timely. Recognition loses impact when it's weeks after the fact. Appreciate in the moment.
Be genuine. People can smell insincerity a mile away. Mean it or don't say it.
Make it peer-to-peer. The best cultures of appreciation aren't just top-down. They're built when colleagues recognize each other's contributions regularly.
Building Appreciation Into Your Culture
You can't mandate appreciation, but you can create conditions where it thrives:
Lead by example. If leaders don't visibly appreciate people, no one else will.
Create rituals. Team shout-outs in meetings, recognition channels in Slack, peer-to-peer awards.
Train your managers. Many managers don't recognize people because they don't know how, not because they don't care.
Normalize it. Make appreciation so common that its absence feels weird.
The businesses that get this right don't treat appreciation as an HR initiative. They embed it into how they operate.
Start Small, Start Now
You don't need a fancy recognition platform or a big budget. You just need to start noticing the everyday great work happening around you—and saying something about it.
Who in your team deserves recognition today? Not for something extraordinary. Just for being consistently excellent.
Tell them.
It takes 30 seconds. And it might be the most important thing you do all week.
Want help building a culture of appreciation in your business? Fletcher Oakmont partners with scale-ups to create people strategies that drive engagement and performance. Click here to discuss how we can help.