Appreciating Your Employees… the Right Way

Employee appreciation is one of those things every leader talks about, but not every leader gets right. The intention is good, but the execution often falls short. Even as we write this, it’s evident that we’re still learning and working hard to figure out what solid employee appreciation looks like…

A recent article in Inc. Magazine pointed out some of the common traps organizations fall into when they try to recognize their people. Think about things like ping pong tables, beer fridges, or casual Fridays when employees are really asking for good pay, flexibility, and some balance. Other traps can include branded swag that nobody wants, and mandatory “fun” events that end up cutting into personal time. It’s celebrating with cupcakes instead of addressing burnout or pay gaps, or tying recognition so tightly to metrics that your team’s quiet but important contributions are left unnoticed.

The truth is, employees are smart and they can tell the difference between recognition that is authentic and recognition that is a distraction from bigger issues. So how do we step into appreciation that actually resonates? 

Here are two insights from the article that stand out…

Hardwire 360° Gratitude

Gratitude can’t just be something we do when we happen to think about it. It needs to be structured into the way we work together every day. Christina Lovelock, senior leadership coach and author of Careers in Tech, Data and Digital, puts it well in the article. “Appreciation and gratitude should not just flow top down—it should be 360 degrees.”

That means leaders appreciating their teams, teams appreciating their leaders, and colleagues appreciating one another. To make that happen, you need to normalize recognition. Create nudges that make it a natural part of your culture. That might look like adding gratitude as a standing agenda item in your meetings, or creating a dedicated Teams or Slack channel where people can give shout-outs. For us, it’s starting off each week celebrating each other’s professional and personal highlights together as a team.

You might worry that building in structured recognition will feel forced or manufactured. In reality, people often find comfort in the consistency of it. A regular cadence of appreciation becomes part of the culture, and people start looking forward to it. 

Praise Thoughtfully

Leaders are often told to give more praise, but here’s the challenge: more is not always better. Quantity matters, but context matters more. In the article, Nik Kinley, leadership consultant and author of The Power Trap, reminds us that if you praise too much, you can devalue it. Praise works best when it is unexpected.

Different people also need praise in different ways. Someone who is just starting a project or is less experienced will thrive on more encouragement. A seasoned veteran finishing a task may not need as much. The key is to read the situation and the individual.

Public recognition also adds weight. Even if the person being praised feels a little embarrassed, the impact on them and on the culture as a whole is powerful. When praise is given in front of peers, it reinforces values and behaviors for the entire team.

The best leaders think of praise as a tool and a tactic. They use it with purpose, at the right time and in the right way.

The Bigger Picture

Employee appreciation isn’t about perks or check-the-box gestures. It’s about building a culture where gratitude is part of the rhythm, and where praise is given with intention. When appreciation is consistent, thoughtful, and authentic, it becomes more than recognition. It becomes one of the building blocks of a team that feels valued and motivated to do great work.