Picture this: You’ve poured hours into perfecting a presentation, ensuring every detail aligns with leadership’s expectations.

After delivering it, you receive a two-word email: “Great job.”

For most people, that hollow acknowledgment feels like a box-check, leaving them feeling unseen rather than valued.

According to Korn Ferry research, 44% of employees feel completely unacknowledged by their employers, and nearly 30% report never receiving recognition from executive leaders.

Here’s the simple truth: many leaders may be too busy to realize they’re unknowingly diminishing their employees’ sense of value.

As a certified Multipliers® facilitator (drawing from creator Liz Wiseman’s expertise and passion), I have witnessed leaders from my program fall into the “always on” trait —focusing on constant communication without genuine connection. Ironically, this leaves employees feeling undervalued and overworked rather than engaged.

Communicating isn’t always the same as connecting. Recognition isn’t always the same as appreciation. To inspire through true leadership, your words need to be personal, genuine, and intentional—they need to say, “I see you, and I value what you bring.”

Here’s how to make appreciation meaningful:

Do’s

• Make Time for a Personal Touch: Reach out personally, whether by phone, handwritten note, or casual check-ins.
• Create Informal Opportunities for Connection: Hold small, informal gatherings or schedule a personal lunch.
• Acknowledge Specifics: When praising, mention specific actions and why they made a difference.
• Recognize Small Wins: Appreciate efforts beyond big milestones, like stepping out of comfort zones or contributing to others’ success.

Don’ts

• Don’t Rely Solely on Digital Communication: Avoid letting emails or messages replace the power of a personal interaction.
• Don’t Wait for Formal Reviews: Recognize contributions regularly, rather than saving it for scheduled feedback sessions.
• Avoid Overlooking Frontline Employees: Extend appreciation beyond higher-level or direct reports.
• Don’t Assume One-Size-Fits-All: Tailor appreciation to individual preferences; not everyone is comfortable with public praise.
• Don’t Rely Solely on Digital Communication: Avoid letting emails or text messages replace the power of a personal acknowledgement.

In the end, authentic appreciation is about more than a simple thank you. It’s about seeing and valuing people beyond their tasks. True connection is what makes employees feel appreciated, engaged, and motivated to give their best.

To quote my client Rodney Somerville, Director, Sales Learning & Development at Janssen Inc., “Always make someone more important than you.”

Cheers,

Roz

♻️ Repost this to help other leaders and follow me on LinkedIn, through my blog and podcast! For a free eBook titled Personal Brand Distinction: How to Make Your Unique Mark click here.  And as always, please feel free to leave your comments. I appreciate your thoughts and perspective and personally review every shared thought!