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Think about the last time someone at work told you, “That made a real difference.” Chances are, you remember what they were thanking you for, and how it felt to hear it.
We rely on each other every day, but we don’t always say what that help means. Taking a moment to tell someone why their effort mattered can turn a passing thank-you into something that stays with them. Appreciation helps people understand that their effort matters to the people around them. Everyone can contribute to that experience, regardless of title, tenure, or role.
Research supports this. In experiments by Adam Grant and Francesca Gino, people who received thanks felt more valued and were more willing to help again, including helping someone new. University fundraisers thanked by their director also made more calls the following week. (Research summary from Harvard)
Giving thanks may benefit the giver, too. A randomized study found improvements in emotional well-being among people who reflected on gratitude and expressed it to others, though the research wasn’t specific to workplaces. (O’Connell and colleagues, 2017)
Managers have a responsibility to recognize their teams, but appreciation can move in every direction.
Managers have a responsibility to recognize their teams, and colleagues have plenty of opportunities to appreciate one another. When someone takes time to explain a process or responds quickly enough to help you meet a deadline, telling them how it helped makes their contribution visible.
You already have the authority to tell someone, “What you did helped me.”
Regular appreciation helps bring attention to contributions a supervisor may never witness.
“Great job” is welcome. A little detail makes it more meaningful:
“Thank you for organizing those files before the handoff. I could find what I needed right away, which helped me meet the deadline.”
Name what the person did and how it helped you, the team, or the people you serve. Everyday contributions count, too:
“You made space for questions during that meeting. I appreciated having time to think before responding.”
Specific appreciation shows someone you noticed their work and understood its impact.
A simple starting point:
A successful event or completed project offers an obvious moment for recognition. A well-documented process might never get applause, but it can save a colleague hours of piecing together how something works.
Look beyond visible results to the people whose preparation or shared knowledge helped make them possible.
Be thoughtful about what you celebrate. Regularly praising late nights or constant availability can suggest that overextending earns recognition. Recognize thoughtful planning and healthy boundaries, too.
Some people enjoy recognition in a team meeting. Others prefer a private thank-you. When you’re unsure, ask.
Appreciation can also show up through your actions:
Let your thanks stand on its own, without attaching another request.
Appreciation also has limits. Employees still need appropriate compensation, manageable workloads, respectful treatment, and the resources to do their jobs. A thank-you cannot resolve an ongoing staffing problem or make an unreasonable expectation sustainable. Leaders need to act on those conditions while also recognizing the people doing the work.
You don’t need to wait for a staff celebration or a formal recognition program.
Think about someone who made your work easier this week. Tell them what they did and why it mattered. Be sincere, specific, and let the appreciation stand on its own.
Each of us has opportunities to help a colleague feel seen. Taking those opportunities is one practical way to build a workplace where people feel valued and connected to one another.
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