5 Ways to Authentically Show Appreciation for Your Team

A leader’s ability to authentically recognize and value their team’s efforts isn’t just a “nice-to-have”—it’s essential for fostering trust, engagement, and high performance. In the fast-paced world of work, where deadlines, metrics, and projects often dominate the agenda, one critical factor can make or break a team’s success: appreciation. 

In fact, research consistently highlights how critical employee recognition is. A study by Gallup found that employees who feel adequately recognized are four times more likely to be engaged in their work compared to those who don’t. Meanwhile, Workhuman reports that 82% of employees feel more motivated to work hard when their contributions are recognized. Showing appreciation isn’t just good for morale—it’s directly tied to productivity, retention, and overall workplace satisfaction.

But how you go about this as a leader is vital. People do not feel appreciated by eating Costco pizza once a week, or getting a $5 Starbucks gift card. Your team is composed of grown professionals and should be treated and valued as such. Faking appreciation or doing the bare minimum to recognize team members can significantly harm team dynamics and morale. 

When recognition feels insincere or superficial, employees may perceive it as condescending, leading to feelings of mistrust and disengagement. Instead of motivating or uplifting the team, inauthentic gestures can create resentment and a sense that their contributions aren’t genuinely valued. This undermines collaboration and erodes the psychological safety needed for open communication and teamwork. Over time, employees may become less committed, less productive, and more likely to seek opportunities where their efforts are truly respected and acknowledged.

So, how can leaders show appreciation in ways that feel genuine and meaningful? Here are five proven strategies to authentically recognize your team’s efforts and cultivate a culture of appreciation.

1. Provide Specific, Personalized Praise

It’s easy to say “good job,” but generic praise rarely resonates deeply with employees. For appreciation to feel authentic, it needs to be specific and tailored to the individual. Take the time to highlight exactly what the person did well and how it positively impacted the team or company.

For example, instead of saying, “Great work on the project,” you could say, “Your presentation on the marketing strategy was so thorough and creative—it helped us secure client buy-in, which will move this initiative forward.”

According to research by Zenger and Folkman, employees who receive specific, detailed feedback from their leaders are 3.6 times more likely to feel motivated to put in extra effort. Tailoring your praise shows that you’ve truly noticed and valued their contribution, making it far more meaningful.

2. Celebrate Milestones and Wins Publicly

Public recognition can amplify appreciation, making employees feel valued not just by you, but by the entire team or organization. This could be as simple as giving someone a shoutout during a team meeting or highlighting their contributions in a company-wide email.

For example, if someone went above and beyond to meet a tight deadline, you might say during a meeting: “I want to take a moment to recognize Sarah. Her extra effort in finalizing the client proposal helped us not only meet our deadline but also exceed the client’s expectations. Thank you, Sarah!”

Public recognition doesn’t just boost the morale of the individual being acknowledged—it also sets an example for the rest of the team and creates a culture where accomplishments are celebrated. A report from SHRM found that organizations with a culture of recognition have 31% lower turnover rates than those that don’t.

Note: this may not be the right fit for every team member. For more introverted employees, the thought of public recognition may feel cringey and uncomfortable. Taking the time to get to know your team members' preferences in this area goes a long way. 

3. Give Opportunities for Growth

One of the most powerful ways to show appreciation is by investing in your team’s growth and development. Providing opportunities for employees to enhance their skills, take on new challenges, or pursue their career goals signals that you value their long-term contributions and care about their success.

For instance, if an employee has consistently demonstrated leadership potential, you might assign them to lead an upcoming project or enroll them in a leadership training program. This not only helps the individual grow but also reinforces that you see their potential and trust their abilities.

A study by LinkedIn Learning revealed that 94% of employees said they would stay at a company longer if it invested in their professional development. By fostering growth, you’re showing appreciation in a way that has lasting value for both the employee and the organization.

4. Make Time for One-on-One Check-Ins

Taking the time to check in with your team members individually is a simple yet powerful way to show you value them. These conversations should go beyond task updates and focus on understanding how they’re feeling, what challenges they’re facing, and what support they need from you.

A great way to approach this is by asking open-ended questions, such as:

• “What’s going well for you right now?”

• “What challenges are you experiencing, and how can I help?”

• “What are your personal or professional goals, and how can we work together to achieve them?”

Employees who feel heard and supported are far more likely to stay engaged. According to Harvard Business Review, managers who regularly check in with their employees have teams that are 31% more productive and 40% more likely to stay at the company long-term.

5. Offer Meaningful, Tangible Rewards

While verbal appreciation is impactful, pairing it with tangible rewards can make it even more memorable. These rewards don’t need to be expensive; the key is to align them with what the employee values.

For example:

• A handwritten thank-you note expressing your appreciation for their effort on a recent project.

• Gift cards for self care activities (spa treatments, travel perks, etc. I had a friend once whose company paid for them to have annual passes to visit National Parks, I love this so much!) 

• Flexibility, such as giving them an afternoon off or letting them leave early after completing a major task.

A report by OC Tanner found that 79% of employees who quit their jobs cite a lack of appreciation as a key reason. Tangible rewards, paired with genuine gratitude, reinforce that you value their hard work and contributions.

Wrapping It Up

As a leader, showing authentic appreciation is one of the most powerful tools you have to motivate, retain, and engage your team. Whether it’s through personalized praise, public recognition, opportunities for growth, one-on-one check-ins, or meaningful rewards, the key is to ensure your actions come from a place of genuine gratitude.

Remember, appreciation isn’t a one-time effort—it’s a habit. By consistently recognizing and valuing your team, you’re not just boosting morale; you’re building a workplace culture where people feel seen, supported, and inspired to do their best work. And that benefits everyone.

For more information on how to effectively communicate praise check out the book Radical Candor, which happens to be our BDC Book Club read this month - see our reading notes HERE. 

Also check out 52 Weeks of Impact, which guides first time managers on how to maximize their team dynamics in the first year of leadership.