How can I make my employees truly feel valued for their efforts, regardless of their personality or background? Here are some key insights from a study by Dr. Paul White, who surveyed 350,000 employees worldwide about recognition in the workplace.
Words Don’t Work for Everyone
White’s research shows that 45% of employees prefer to receive appreciation through words—saying “thank you,” giving a compliment, or telling someone why you value them.
That’s a significant group. But it also means that for the other 55%, it’s best to express your appreciation in a different way. Otherwise, there’s a risk that your gratitude won’t fully “land,” despite good intentions.
The Five Languages of Appreciation
White’s study identified five “languages of appreciation” in the workplace:
- Words of affirmation
- Quality time
- Acts of service
- Gifts
- Appropriate physical touch (varies by culture and context)
But why don’t words suffice for everyone? Why is there such a large group for whom verbal appreciation is less effective?
Appreciating Without Words
Some people grew up in environments where they simply couldn’t rely on what others said. Others are naturally more skeptical: “Actions speak louder than words. Show me first.”
If you want to reach these employees with your appreciation, you need to show your gratitude in other ways.
For example, do something for them, give them your time, or offer a tangible gift—without expecting anything in return. Only this way can you truly make this group feel valued.
Three Tips for Expressing Appreciation Effectively
If you do want to show appreciation with words, here are some tips to maximize the impact:
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Personalize your message. A personalized, individualized note will resonate longer. Instead of saying “Well done, everyone,” address one person directly.
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Be specific. Avoid general comments that could apply to anyone. Show that you understand the person’s work and its value.
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A classic example is a technical employee saying: “My manager isn’t technically trained, so they have no idea whether I did this well.” By being specific—or highlighting a positive personal trait—you can prevent this disconnect.
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A classic example is a technical employee saying: “My manager isn’t technically trained, so they have no idea whether I did this well.” By being specific—or highlighting a positive personal trait—you can prevent this disconnect.
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Explain why their work matters. Help them see how their efforts contribute to you, the company, or the customers.
- Example: “Thank you for getting this last-minute order out on time. Because of you, we kept the client satisfied and secured a contract extension.”
Conclusion
What works for one employee may not work for another. Experience shows that appreciation is often contagious, creating a wave of positivity and improved results.
It’s crucial to find the right ways to express appreciation so that the impact on both the individual and the organization is maximized.
