Leaders: When you think about what motivates you and your employees at work, what comes to mind? Is it money, job security, promotions, or growth opportunities? Sure, these things are often on the list of what we’re looking for in our careers. But what if I told you that for most employees, the No. 1 item on the list is “feeling appreciated for work done.” Would you agree this is important and critical to job satisfaction?

When we look at the statistics, it’s easy to see that appreciation matters. A 2021 McKinsey study found the No. 1 reason why employees quit their jobs isn’t due to pay, work-life balance, or health, like many managers believed. So, what was it? More than 50% of employees stated that they quit because they didn’t feel valued at work.

This doesn’t surprise me.

As a leader or manager, you might be thinking, “Well I thank my team all the time, so this can’t be true!”

Let’s dig into this further, so I can explain why employees might still feel unappreciated.

In graduate school, I had to select a topic for my thesis, and I came across a book called, “The 5 Languages of Appreciation,” by Gary Chapman and Dr. Paul White. Immediately, I realized that showing appreciation at work is something so simple to do for organizational success yet so often is not done. Or, perhaps more importantly, it is not done correctly.

For appreciation to come across as authentic and genuine, leaders need to speak the language of appreciation their employee values the most. While I won’t go in depth about each language, these include acts of service, quality time, words of affirmation, tangible gifts, and appropriate physical touch. I encourage you to read this book to learn more about this approach.

Meaningful appreciation must be individualized so that it feels personal and authentic. Blanket statements or generic team gifts just don’t cut it anymore. You need to find out how your team members feel appreciated the most and do that for them. (Hint: Gary Chapman and Paul White have an assessment you can do with your team to find out who values which language. You can also simply ask each person individually during a one-on-one conversation.)

For example, does Olivia feel embarrassed with public praise but loves to sit down and chat (quality time) over a cup of coffee? Does Benjamin not really care if you get him a gift card (tangible gifts) to a restaurant but would be thrilled to see a handwritten thank you card (words of affirmation) at his desk?

It really does matter that you are speaking the proper language of appreciation. So why not take the time to learn more about these approaches and give them a try? Let me tell you what I’ve experienced at various jobs in my career so far.

As I ventured into the “real world” and started working in corporate offices, I couldn’t believe how much of what I had studied was, unfortunately, true. I saw companies “try” their hands at appreciation by throwing a company picnic or giving everyone the same water bottle. I personally left a job due to feeling unappreciated. I heard numerous complaints about company culture and how no one felt as if they mattered in the bigger picture. I saw colleagues leave for lesser pay in hopes to find a better company culture where they felt valued and respected by colleagues and leaders.

I knew I needed to do something for these people I cared about and the companies I worked for. I had to share what I knew would be a simple, effective, and inexpensive fix — teaching people about the value of appreciation. In a previous role, I hosted lunch and learns on the five languages and why appreciation matters. I’ve shared my thesis with managers and leaders. Most recently, a coworker of mine led a large webinar based on the workshop I hosted for that department, and the idea is taking off like wildfire throughout the company. Managers are buying the book, doing the surveys with their team members, and including questions about appreciation in the company-wide employee experience survey.

While you may think you are unable to change your company’s turnover rate, the happiness of your employees, or the company’s culture, the truth is that you actually do have that power. It just starts with learning how to give authentic appreciation to your team members and maybe telling your fellow leaders about the concept, too.

Lastly, if you aren’t sold on this concept yet, did you know employees who feel appreciated are happier and increasingly more productive? Gallup’s study “Transforming Workplaces Through Recognition” showed that recognized employees are four times more engaged in their work and 44% more satisfied with their jobs.

Showing appreciation at work is a simple yet powerful concept. Learning more about appreciation and providing it authentically to your employees on a consistent basis will make you stand out as an effective and influential leader.

Here are some additional resources if you are interested in learning more:

When implemented appropriately, this will likely lead to less turnover and happier and more productive employees. And who doesn’t want that?