Catch People Doing It Right!

Leaders spend a lot of time focused on what is not working, fixing problems, addressing tension (Week 18 of the 1% Better Challenge, anyone?), giving feedback, and navigating challenges.

Of course, that work matters.

But if that is all people experience from you, they start to associate your leadership with correction instead of connection.

High performing teams are not just built on accountability... They are sustained through appreciation!

Genuine Appreciation Matters

Appreciation only works when it is real.

People can feel the difference between genuine recognition and something that is forced or routine. When appreciation is not authentic, it loses its impact and can feel more like a checkbox than a meaningful moment.

That does not mean appreciation always comes easily. In frustrating situations or when outcomes fall short, it can take intention to find what is still worth recognizing. That is where emotional intelligence comes in. It requires you to pause, shift your perspective, and look for what is going well. Because even in challenging moments, there is almost always something you can genuinely appreciate. And when you find it and name it, it matters.

Appreciation Does Not Have to Be Big

A misconception about appreciation can be that it has to be a grand gesture, however, it does not!

A simple, timely “thank you” can go a long way. A quick acknowledgment in a meeting. A follow-up message recognizing effort. A moment of eye contact and sincerity.

Those small moments matter more than we often realize.

That said, there is also space for bigger expressions of appreciation when they are meaningful.

One of my favorite traditions as a leader was creating an annual recognition ceremony for my team. It was lighthearted, a little quirky, and intentionally fun. But behind the humor was something very real. I spent time reflecting on each person on the team and identifying a specific strength or contribution I genuinely appreciated about them.

Each team member received a personalized recognition certificate that highlighted what they brought to the team and why it mattered.

It was not about the format. It was about making people feel seen.

And that is what appreciation does at its best.

Make Appreciation Specific: The FBI Model

If you want appreciation to land, make it specific.

One simple framework is the FBI model:

• Feeling

• Behavior

• Impact

  
  

Instead of saying, “Great job,” you might say:

“I really appreciated how you stepped in to support that project. The way you organized the team helped keep everything on track, and it made a big difference in our ability to deliver on time.”

What you did was first express the feeling or feelings that their action invoked in you. Then describe the action that the person did. Lastly, explain the positive effect that their behavior had.

Using this framework does three things:

• It shows sincerity

• It reinforces the behavior

• It connects the specific action to impact

  
  

Specific appreciation is more memorable and more meaningful.

Appreciation Drives Engagement and Performance

Not only does showing your appreciation make people feel good, it also directly impacts how people show up.

When people feel seen and valued:

• They are more engaged

• They take more ownership

• They are more likely to go above and beyond

• They contribute more ideas

• They stay longer
  

When appreciation is missing, even strong teams can feel disconnected. People start to wonder if their work matters. And when that question creeps in, performance follows.

Catch It While It Is Happening

One of the most effective ways to build a culture of appreciation is to notice it in real time.

Catch people doing it right.

Do not wait for performance reviews. Do not wait for big milestones. Instead look for everyday moments where people are contributing, supporting, improving, or stepping up.

Those are the moments that shape culture.

Appreciation Reinforces What You Value

What you recognize gets repeated.

When leaders consistently show appreciation for certain behaviors, those behaviors become part of the team’s identity.

If you appreciate collaboration, people collaborate more.

If you appreciate initiative, people take initiative.

If you appreciate accountability, people follow through.

Appreciation is recognition. It is reinforcement of culture. It creates a more fulfilled team.