/əˈprēSHēˌāt/ verb
- recognize the full worth of.
Similar: value, respect, admire, hold in high regard, hold in esteem, rate highly, think highly of, think much of, have a high opinion of…
Appreciate is a verb that requires action. Notes, gifts, hugs, or attention are well-known methods of expressing appreciation.
Expressing appreciation in the workplace, for purposes of this article, means “telling” a team member that the leader values the individual work contribution and the behaviors that exemplify the organization’s core values. Many workplace norms have explicit and implicit barriers to expressing appreciation. Leaders may overcome these barriers and instill a level of accountability that acknowledges and encourages team members to care for themselves and others.
Leaders who regularly express appreciation in a manner that is welcomed by team members enjoy working with a growth-oriented, accountable and trusting team that encourages each of its members to improve.
Teamwork remains the ultimate competitive advantage, both because it is so powerful and so rare.
– Patrick Lencioni, The Five Dysfunctions of a Team, Introduction, at vii.
Teams with leaders that express appreciation and encouragement:
- Routinely meet or exceed their team and individual goals
- Have better attendance records
- Have longer tenured and better skilled members
- Have higher engagement and job satisfaction ratings
These team members share a high-trust workplace that outperforms other teams, regardless of the function or industry. Additionally, expressions of appreciation are infectious. Appreciation and encouragement are not just characteristics of good leaders; team members, regardless of role in the organization, will affect positive changes merely by acknowledging the efforts and behaviors of other team members. Leading with appreciation is an iterative process that takes time and patience to see improvement in the team.
Three tips for leaders to show appreciation
- Share the big picture. All team members are searching for meaning and belonging at work. Each wants to understand how they fit in with the company mission and vision, and how their work makes a difference to the team objectives and goals. Essentially, the team member wants to know why their work makes the product or service better for the customer.
Leaders often get to see how their work fits into the overall goals of the organization. Whether attending leadership meetings or company town halls, a team leader may share the big picture by repeating the messaging, debriefing with the team to create a share understanding of the goals, and listening to the questions and concerns. This appreciative leader does not have to have answers. The appreciative leader does have to listen, validate the concerns, and shape the expectations of the team.– See, Start With Why, Simon Sinek and his Ted Talk, “How Great Leaders Inspire Action.”
- Focus on impact, not intent. Appreciative leaders put the “I” back in teams. “I” stands for inclusivity, which means that one size does not fit all. Like orchestras or sports teams, the team has members with different skill sets and skill levels.
Appreciative leaders are good coaches who understand that public words of acknowledgment may not have the same impact as a private conversation. Other team members may want help and not know how to ask. Appreciative leaders ask, “How are you taking care of yourself today,” instead of, “How’s it going?” Focusing on the person in this way negates the conventional and meaningless response, “Fine,” “It’s going,” or “Hanging in there.”
Use caution when physically touching another. A hug or pat on the back may have the impact of an affirming touch or be seen as a sexual advance. The appreciative leader asks questions of each team member to understand what motivates and inspires them to do better work. Finally, regardless of the act of appreciation, the appreciative leader specifically explains the why of the appreciation act. “I appreciate that you ask me to simplify company communications for the rest of the group so that everyone feels it’s OK to ask questions.”
Every team member will receive appreciation and acknowledgement differently. When unsure, ask how do you know you’re doing well at work?
– See The 5 Languages of Appreciation in the Workplace, Gary Chapman & Paul White
- Be a Vulnerable Leader. The appreciative leader leads with empathy, curiosity, and humility. Being vulnerable is not about sharing doubts or concerns about oneself as a leader or about company performance. Vulnerability is the courage to ask questions and listen, really listen, to the responses without interruption or defensiveness. “Are we aligned on the productivity and behavior expectations of this team?’ “Am I giving clear direction to the team?” “Do we have the necessary tools to be productive?” “Are we aligned on our processes?” “What barriers or obstacles are in the way of our performance?” “What is the optimal team meeting schedule?” The appreciative leader extends the level of trust among the team by asking “hard truth” questions because he cares about the team. The appreciative leader schedules quarterly review meetings that seek advice and insights from team members in response to these questions. Finally, the vulnerable leaders admit mistakes, apologize for the misstep in the moment, and invite the team to help them do better because, as Yoda says, “There is no try, only do.”
– See, Ted Talk, “The Power of Vulnerability,” Brene Brown
Where do I start?
An appreciative leader starts by building trust. Telling stories, leading by example, and listening with your whole heart start the trust process. Trust is easy: You keep your word repeatedly on both the big and small items. Always keep your word; if you’re unsure, don’t give it.
Leaders earn trust by being individually accountable and accountable to the team. An appreciative leader earns trust by inviting each team member to hold the leader accountable. An appreciative leader invites each team member to bring their best self to work each day, knowing that the best is different every day. An appreciative leader builds trust by creating an environment where each team member has the tools, training, and opportunities to improve.
The appreciative leader creates a workplace culture where accountable people thrive, uniquely, in a space that recognizes the value and contribution of each team member.
