Appreciate others
The Highest Form of Appreciation: Valuing Others
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„Appreciation is the highest form of appreciation, yet it is often the least practiced.“
Appreciation is a fundamental human need, crucial for our well-being, especially in the workplace.
It’s not just about receiving praise; it's about feeling valued and acknowledged.
Unfortunately, despite its importance, appreciation is often overlooked. Understanding its impact can transform both individual and organizational success
"Appreciation is the highest form of appreciation, yet it is often the least practiced." - Voltaire (?)
Appreciation is a fundamental human need and plays a crucial role in our lives, especially in the professional environment.
Even without a dictionary definition, everyone has a basic understanding of what appreciation means.
You receive praise for your good work, get recognition from colleagues, are asked for advice because of your character or expertise, or receive an unexpected thank-you speech from your supervisor for your long-term loyalty.
These are all forms of appreciation - and they all feel good. Not only for the recipient but also for the one who expresses the appreciation. And yet, it is always astonishing how often appreciation is withheld.
This may also depend on the culture - but increasingly, leadership guides and psychological studies highlight the importance of appreciation.
Where does the need for appreciation come from?
Our need for appreciation has deep psychological roots. It is closely linked to our self-esteem and sense of belonging. Humans have a natural need to feel accepted and valued, which dates back to evolution, as social recognition and belonging were vital for survival in early human communities.
Why is appreciation important?
Because it feels good!
A good example of lacking appreciation isn't necessarily the absence of the above-mentioned positive examples. It can be as simple as being late for a meeting where your colleagues and employees are already waiting, especially if you are the main participant.
I've often witnessed how quickly people become frustrated and feel unappreciated if, for example, the leader doesn't show up for the team or department meeting. People are on the verge of leaving the meeting, and then, after ten minutes or more, the leader or organizer finally appears, citing a previous meeting as the reason for the delay.
This can happen once but should never become the norm.
What impression does this give the other participants? That other topics are always more important. That they themselves always have to take a backseat. That the leader can take the "privilege" of being late because of their position.
This is extremely frustrating and demotivating in the long run and should be avoided at all costs.
On the other hand, showing appreciation has strong positive effects. Appreciation significantly contributes to people's well-being and satisfaction. It fosters positive relationships and creates an environment where people feel valued and recognized.
Especially in everyday work, appreciation is of great importance as it improves collaboration, increases motivation, and contributes to a positive work climate.
Here are the impacts of good appreciation in bullet points:
Increased Motivation and Productivity: Appreciation boosts motivation and leads to higher productivity. Employees who feel valued are more willing to engage and do their best.
Appreciation has a significant impact on motivation. When people feel that their work and contributions are valued, they feel validated and are more motivated to continue giving their best. Recognition and praise increase self-esteem and satisfaction, leading to better work performance.
A culture of appreciation promotes engagement and loyalty, ultimately leading to better results and higher productivity.Improved Work Environment: An environment of appreciation fosters positive interpersonal relationships and a pleasant work climate. This contributes to higher satisfaction and lower stress levels.
Reduced Turnover: Employees who feel appreciated are more loyal and less likely to leave the company. This reduces turnover and the associated costs of filling positions.
Better Teamwork: Appreciation promotes collaboration and team spirit. When all team members feel respected and recognized, they work better together and achieve better results.
The negative effects of a lack of appreciation are essentially the opposite. Additionally, there is negative appreciation, such as criticism (not constructive) and devaluation. These result in:
Low Self-Esteem: Constant criticism and devaluation can significantly impair employees' self-esteem and lead to insecurity.
Psychological Stress: Negative appreciation leads to increased stress and can cause long-term psychological issues such as anxiety and depression.
Deteriorated Relationships: An environment where negative appreciation prevails damages interpersonal relationships and leads to an unhealthy work climate.
Those were the positive effects of appreciation and the negative consequences of a lack of it.
Initially, I also hinted that showing appreciation has positive effects on the appreciative person themselves.
This is due to various aspects. For one, it builds positive and stronger relationships, as the appreciated person feels good, expresses gratitude, and is generally well-disposed towards the appreciative person.
This is the positive feedback loop: those who show appreciation often receive positive feedback and build stronger relationships.
Additionally, one's own satisfaction and well-being are increased. Studies have shown that people who regularly show appreciation are themselves more satisfied. This is because appreciation and gratitude are closely linked.
Gratitude is the acknowledgment of the positive aspects and actions of others, while appreciation involves deeper recognition and respect for a person's contributions and qualities. Showing gratitude is a form of appreciation. Grateful people are generally more balanced, satisfied, and happier.
Another positive side effect is setting examples through role modeling. Leaders and colleagues who practice appreciation set a positive example and promote a culture of recognition and respect. This leads to a positive loop.
Now the question arises of how one can show honest and authentic appreciation as a leader.
Honesty and authenticity can significantly influence the weight of appreciation. It is noticeable when praise is given only to promote the theoretically positive effects. This then has the opposite effect.
The measure and frequency must be appropriate to the circumstances and performance.
Praise should be given specifically and concretely as feedback, rather than making general statements. For example: "I really appreciate your detailed work on the report. Your analyses were particularly helpful."
Praise is a direct form of appreciation and a powerful tool to express recognition. It shows that a person's work and efforts are seen and valued.
However, it is important that praise is authentic and specific to be truly effective.
Appreciation should be expressed regularly, and it can become a habit. Small gestures of recognition in everyday life can make a big difference.
These can also be superficial recognitions, such as a compliment for an appropriate outfit or a well-kept workspace. Regularly does not mean overloading the other with praise – it's about finding the right balance.
Open and honest communication is also crucial. This includes politeness and active listening (I have a separate post on this topic). Show interest in others' opinions and ideas and actively engage with them. Take part in their problems and offer your support when possible.
These are also forms of appreciation that should not be neglected.
The conclusion for me is short and concise:
Actively use recognition, praise, participation, and any form of appreciation in an authentic and honest manner. This increases social bonds, the motivation of employees and colleagues, and ensures a healthy climate.
And the nice side effect is that you feel better yourself. Be careful, however, to appreciate appropriately to the situation and person and not to use praise inflationarily.
Your Thoughts
What do you think about the topic of appreciation? What experiences have you had, and how did you feel about them? Are there points you disagree with based on your experience or ones you immediately resonate with?
Please leave a comment, I look forward to a lively discussion.
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Thank you and see you next time.
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