The Power of Genuine Appreciation in Leadership
In over four decades of studying human behavior, Les Giblin identified one principle that stood above all others in its ability to transform relationships and drive results: genuine appreciation.
The Appreciation Gap
Most leaders dramatically underestimate how much their team members crave recognition. Studies show that lack of appreciation is the number one reason people leave their jobs—even more than compensation issues.
Yet appreciation remains one of the most underutilized leadership tools. Why? Because leaders often assume their team "knows" they're valued, or they fear that too much praise will lead to complacency.
Both assumptions are dead wrong.
What Makes Appreciation "Genuine"
The key word here is genuine. Empty flattery or generic praise ("Good job, everyone!") doesn't just fail to motivate—it can actually damage trust.
Genuine appreciation has three characteristics:
1. Specificity
Instead of "Great work," try "The way you handled that difficult client call showed real patience and problem-solving skill."
2. Timeliness
Don't wait for the annual review. Recognize good work immediately, while it's fresh.
3. Personalization
Know what matters to each team member. Some love public recognition; others prefer a quiet word of thanks.
The Multiplication Effect
Here's what Giblin discovered: When you genuinely appreciate someone, you don't just make them feel good—you actually increase their capacity to perform. Appreciation:
- Boosts confidence and risk-taking
- Increases engagement and effort
- Builds loyalty and reduces turnover
- Creates a culture where others feel safe to appreciate each other
The Daily Practice
Giblin recommended a simple daily practice: Before you leave work each day, identify at least one person whose contribution you can genuinely appreciate. Then do it—in person when possible, or through a note or message.
This isn't about being "nice." It's about being effective. Teams that feel appreciated consistently outperform those that don't.
The Hardest Person to Appreciate
Sometimes the person who most needs your appreciation is the one who frustrates you most. Giblin taught that finding something genuine to appreciate in difficult people often transforms the relationship.
Look for effort, not just results. Acknowledge improvement, not just excellence. Recognize character, not just competence.
Start Today
You don't need permission, budget, or training to start appreciating people more genuinely. You just need awareness and intention.
Who on your team deserves genuine appreciation today? Don't wait—tell them now.