Appreciation – A powerful force

APPRECIATION IS A WONDERFUL THING. IT MAKES WHAT IS EXCELLENT IN OTHERS BELONG TO US AS WELL.

Is this true?

Yes. When we genuinely recognize and value the strengths or virtues in others, we form a deeper connection with those qualities. This awareness not only uplifts others but also shapes our own mindset and character. What we choose to notice and admire tends to grow within us.

If that’s the case, why is “appreciation” not widely used in the corporate world? Aren’t we all striving to become better individuals? While we see the goodness in others, there are several reasons that hold us back from openly acknowledging and appreciating good work :

• We fear losing the spotlight – Deep down, many of us are uncomfortable seeing others shine. We worry that by recognizing someone else’s strengths, we might diminish our own.
• We’re “too busy” – A quick thank-you message takes seconds, yet in today’s fast-paced world, we either don’t have the time for it or we act as if we don’t.
• Colleagues can feel like competitors – Some hesitate to uplift peers at the same level, fearing it might give them a career advantage.
• Managers may hold back praise – In some cases, leaders avoid spotlighting team members in front of senior executives, worrying it could overshadow their own contributions.
• We take consistent performers for granted – Sometimes we take people for granted whether they’re a high performing team member or a colleague. We don’t realize that while they may be doing the regular stuff, a little appreciation is needed by all.
• Personal bias gets in the way – Often we struggle to appreciate great work if we don’t like the person behind it. Emotions cloud our objectivity.

While we may have a thousand reasons to hold back, the perks of appreciation are hard to ignore. A simple note of recognition from a manager can motivate a team member to up his / her game, boosting productivity. Employees who feel valued are more engaged and more likely to stay with an organization for the long haul. What’s more, those who understand the value of appreciation often pass it on, using the same positive techniques with their team members. Remember what gets recognized gets repeated. Ultimately, appreciation turns into free advertising, as employees who feel valued by their managers spread the word about the company being a great place to work.

So, if the benefits are so clear, why does the workplace still seem to lack those warm, fuzzy appreciation vibes? In my experience, the task of creating an appreciative culture solely lies with the HR department. They are the ones managing the annual reward programs, spot awards, and even organizing “appreciation week” campaigns. The outcome? While these efforts have value, they can feel forced and surface-level. Those who are content with the small awards stay on board, but those seeking real recognition and value might just jump ship.

We need to realize that appreciation is everyone’s responsibility—not just HR’s. We all play a role in creating a culture where recognition is real and frequent. It takes just a few minutes to say thanks or acknowledge good work. And when it’s done with sincerity, it has a lasting impact.

Real appreciation takes effort. It’s not just about handing out empty compliments. True appreciation comes from the heart. Praising an average performer just to avoid conflict or flattering your boss for his leadership style that doesn’t really align with your values is pointless. Genuine recognition is thoughtful, specific, and rooted in truth. People can usually tell when praise is insincere—and it often backfires.

We also need to be secure enough in ourselves to celebrate others’ wins. Refusing to recognize someone’s great work doesn’t stop it from being noticed. Eventually, it will be. So why not be a part of their success story instead of standing on the sidelines?

After all, when we lift others up, we contribute to a culture of excellence—and chances are, that appreciation will come back around when we least expect it.