Appreciation: The Secret Investment That Pays Off

Appreciation: The Secret Investment That Pays Off

Have you ever had the experience where you felt you were not recognized at work? An idea not appreciated, or worse, someone took credit for your work?

It’s a frustrating feeling, one that can leave you questioning your own value and contribution. But what happens when you find yourself in the position of not being recognized, not just for your own achievements, but for the role you played in someone else's success? This was the situation my friend Dee, an art and creative arts teacher, recently faced.

Dee is not just a teacher; she's a mentor, guiding her students through their artistic journeys, nurturing their talents, and helping them craft their own unique identities as artists. One day, Dee was asked by a student she had been coaching for several years to review his biography as part of an application for a significant position. As Dee carefully read through the document, she stumbled upon a phrase that made her pause: the student had described himself as a "self-taught artist."This description left Dee feeling uneasy. She had invested years into this student’s development, guiding him through the complexities of visual arts. The term "self-taught" felt like a dismissal of all that effort. Dee began to wonder if her discomfort stemmed from her own ego—was she upset because the student didn’t give her the credit she deserved? The thought gnawed at her.



This story is a powerful reminder for leaders about the importance of recognizing and appreciating the contributions of others, a theme poignantly explored in Mike Robbins' TED Talk, "The Power of Appreciation."

Robbins pointed out that while many of us were familiar with the concept of gratitude, we often failed to express it in ways that truly resonated with others. He made a crucial distinction between recognition and appreciation. Recognition was typically tied to results and outcomes—acknowledging what people achieved. Appreciation, on the other hand, was about valuing people for who they were, not just for what they accomplished.

Genuine appreciation had to be sincere. Robbins noted that superficial praise could be counterproductive and might even erode trust. Authentic appreciation, however, could boost morale, strengthen relationships, and create a more positive and productive environment. He challenged leaders to consciously create a culture of appreciation in the workplace.



Dee and I talked at length about her feelings, dissecting the emotions that had surfaced. Was it pride? Was it a need for recognition? As we delved deeper, a different realization began to emerge. Dee’s discomfort wasn't rooted in her ego; it was about authenticity. Her student wasn’t accurately portraying his journey. The term "self-taught" was, in essence, a misrepresentation—not of Dee’s efforts, but of the student’s own story. It painted a picture that wasn’t entirely truthful, and that’s what truly bothered Dee. In the corporate world, it might seem that because employees are compensated for their work, explicit recognition isn't necessary. After all, the company has already invested in them. But is that really the case? Beyond transparency, it's about authenticity. Dee’s story aligns with the idea that while the student may have been striving to highlight his own achievements, he missed an opportunity to express appreciation for the guidance and mentorship he received. This omission not only affected Dee but also undermined the authenticity of the student’s narrative.

As I reflected on this, I thought about how leaders can effectively show appreciation. Here are three specific tips I find crucial:

1. Be Specific and Personal: When expressing appreciation, avoid generic statements like "Good job!" Instead, focus on specific actions or qualities. For example, "I really appreciate how you handled the client’s concerns with such patience and professionalism. It made a big difference."

2. Recognize the Journey, Not Just the Destination: Appreciation shouldn’t be reserved only for final outcomes. Acknowledge the effort, dedication, and progress made along the way. For instance, "I’ve noticed the hard work you've put in over the past few months. Your commitment is truly inspiring, and it’s making a significant impact."

3. Make It a Habit and Showcase the Work: Don’t wait for formal occasions to show appreciation. Integrate it into your daily interactions. Whether it’s a quick note, a verbal acknowledgment in a meeting, or showcasing the team's work, regular appreciation helps build a positive and motivating culture.

As leaders, it’s vital to recognize and appreciate the contributions of those around us, not just in terms of results, but also for the unique qualities they bring to the table. The greatest benefit of appreciating others is developing a culture of authenticity within the team. Think of appreciation as making deposits into a bank account. Each time you recognize and value someone’s contribution, you’re making a positive deposit into the relationship, ensuring that there’s always something to draw upon during challenging times. So, take a moment today to light up someone’s day with genuine appreciation—it’s a small gesture with a lasting impact.


Jasmine Liew Doctorate Candidate Psychological Safety,iHRP- SP

Fearless Organization Psychological Safety Practitioner ✯Change Implementer✯Appreciation@Work✯Performance Coaching

4mo

Thanks Eugene for sharing the differences between appreciation and recognition. Appreciation can go beyond words; quality time, acts of service, and gifts are also forms of the 5 languages of appreciation in the workplace. Some of us prefer 👍 𝗪𝗼𝗿𝗱𝘀 𝗼𝗳 𝗔𝗳𝗳𝗶𝗿𝗺𝗮𝘁𝗶𝗼𝗻 but some of us may prefer these other languages of appreciation at work⏰ 𝗤𝘂𝗮𝗹𝗶𝘁𝘆 𝗧𝗶𝗺𝗲 🛠 𝗔𝗰𝘁𝘀 𝗼𝗳 𝗦𝗲𝗿𝘃𝗶𝗰𝗲 🎁 𝗧𝗮𝗻𝗴𝗶𝗯𝗹𝗲 𝗚𝗶𝗳𝘁 

Siu Hang Chow CEng

Engineer at Energy Market Authority

4mo

Tell me about the "Good job!"! I've seen coworkers using it so loosely, it almost sounded insincere. It's like a "good morning" without meaning good morning. I don't know if it's an Asian thing, but it seems like people are shy to show much appreciation. Anything more than one sentence would send goosebumps down the spine of both the sender and the receiver. But I remember there was once when I was still a new officer, another department head sent an email to my boss about how a summary I did had helped him to understand the case. Perhaps indirect appreciations are easier to say and easier to take. I guess, when giving appreciation, being authentic about it is key. Now I have a question: if someone has the habit of taking credit for your work, do you stop helping him henceforth?

Elsa Ang

Senior Physiotherapist

4mo

Very helpful

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