Appreciation: recognition and enjoyment of the good qualities of someone or something. (Collins Dictionary)

Appreciation may seem like one of those soft HR concepts that doesn't matter much in the hard business world, but research suggests that it could be a key factor in increasing retention rates and improving the employee experience with your company.

In fact, according to an Office Team study, two-thirds of employees say they would quit if they don't get enough appreciation, making it highly beneficial for your company to focus on increasing appreciation.

In a recent survey by Thnks, 55% of the employees surveyed said they are only thanked a few times a year, once a year or never. Without showing constant appreciation, employees can become less productive or, even worse, turnover rates increase.

90% of CEOs claim to lead with gratitude, while only 37% of employees are satisfied with the appreciation they receive.

When considering how you can improve your retention strategies, appreciation and satisfaction should go hand in hand.

How to increase workplace satisfaction

Make appreciation personal

Use feedback and review sessions to express your appreciation

Lead your gratitude

Key statistics

How to increase workplace satisfaction

Make appreciation personal

Recognition is most powerful when it feels genuine, and nothing feels more genuine than something personal. Take the time to learn what makes each of your employee’s tick. Do they start every morning with a strong coffee? Are they passionate about wine, golf, or perhaps a particular hobby outside of work?

Thoughtful, personalised rewards go a long way in showing that you value them as individuals, not just for the results they deliver. It says, “I see you, and I appreciate you.” That kind of recognition builds loyalty and trust far more than a generic gesture ever could.

Remember, appreciation shouldn't be a box to tick during performance reviews or the holiday season. In fact, the most impactful gestures often come when they're least expected. A spontaneous thank-you note, a small gift aligned with their interests, or even a public shoutout can significantly boost morale and motivation. When employees feel genuinely valued throughout the year, not only do they perform better, they stay longer, engage deeper, and contribute more meaningfully to the team.

Make it a habit to show your team they're seen, supported, and celebrated - personally.

Use feedback and review sessions to express your appreciation

Feedback and review sessions are often viewed as moments for critique and course correction, but they’re also a prime opportunity to celebrate what’s going well. Don’t let these conversations become purely transactional or focused only on what needs improvement. Instead, use them to shine a light on achievements, highlight progress, and acknowledge the hard work your team members are putting in.

Employees crave recognition not just for outcomes, but for effort, resilience, and growth along the way. When you take the time to point out what they’re doing right, whether it’s handling a difficult client with grace, stepping up to support a teammate, or showing steady improvement in a key area, it shows you’re paying attention and that their contributions matter.

Balancing constructive feedback with genuine appreciation makes these sessions more motivating, less intimidating, and ultimately more effective. It transforms them into moments of encouragement, helping employees leave feeling seen, valued, and energised to continue performing at their best.

Employees want recognition for effort, not just results.

Lead with gratitude

Great leadership starts with gratitude. When you lead with appreciation, recognising the efforts, progress, and contributions of your team, you create an environment where people feel valued and empowered. Gratitude isn’t just about saying thank you; it’s about consistently acknowledging the people behind the results and the effort it took to get there.

Pairing gratitude with humility opens the door for honest, two-way communication. By being receptive to constructive feedback and showing you're willing to grow too, you foster a culture of mutual respect. This not only strengthens your credibility as a leader but also reinforces a growth mindset across the team.

When people feel seen, heard, and appreciated, trust deepens. That trust becomes the foundation for long-term success, where individuals take ownership of their roles, feel accountable for their results, and remain committed to both personal and collective growth. Gratitude-driven leadership isn’t just good for morale, it’s a catalyst for productivity, performance, and lasting engagement.

Key statistics

66% of employees say they would "likely leave their job if they didn't feel appreciated." This is up significantly from 51% of employees who felt this way in 2012.
Among millennials, the number of employees who'd leave if unappreciated jumps to 76%. This helps account for the overall increase from the 51% figure in 2012, as millennials are becoming the dominant generation in the workforce, with a unique set of characteristics and needs.
From a management standpoint, 54% of senior managers feel "it's common for staff to quit due to lack of recognition." Though this is reasonable, there's still a sizable disconnect between management's perceptions and the 76% of millennials who report they'd respond this way.

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