Employee recognition and appreciation are the best ways to sustain engagement on your team. But not everyone wants the same kinds of appreciation. They might even dislike certain attempts at praise. This is where the five languages of appreciation can help leaders match their appreciation to each employee’s preference and need.
Unfortunately, employee appreciation of any kind is rare. Two-thirds of U.S. workers haven’t received recognition or praise in the past seven days, according to Gallup research. Employees who suffer from a lack of recognition and appreciation are twice as likely to consider quitting within the next year. Even if they don’t leave, you might struggle with quiet quitting in your workforce.
Learn more about the five languages of appreciation and how to apply them in the workplace. We’ll also explore why Whole Brain® Thinking is a powerful tool for personalizing appreciation according to each employee’s thinking preferences.
The five languages of appreciation are a concept created by Gary Chapman and Paul White. This concept was derived from Chapman’s five love languages for romantic relationships. In the workplace, the context changes to appreciation rather than love. The relationships are interpersonal rather than romantic, and the interactions are between co-workers or between managers and employees.
The five languages of appreciation are acts of service, quality time, words of affirmation, tangible gifts, and appropriate physical touch. Each language can be used to show appreciation in the workplace in different ways.
Leaders and organizations can use any combination of appreciation languages. Make sure these displays are fair, nondiscriminatory, and reflect how individuals prefer to be recognized at work.
Showing workplace appreciation can yield numerous benefits for employees and organizations. One aspect of retaining talent is ensuring employees feel appreciated for their contributions and effort.
Appreciation can improve employee engagement, morale, and job satisfaction, which can reduce turnover and bolster performance. Public appreciation can also inspire teams as they see how their hard work is rewarded.
Appreciated employees are more likely to fulfill and even surpass their job responsibilities, resulting in increased productivity. When employees feel valued, they’re more loyal to their employer, which reduces turnover. Appreciated employees are also seven times more likely to feel secure in their jobs, according to Wakefield Research.
When you create a culture of appreciation, you foster a positive work environment where employees feel supported, respected, and valued. This, in turn, promotes collaboration, teamwork, and innovation, creating a positive workplace culture.
The Whole Brain® Thinking framework provides valuable insights into employees' thinking preferences and communication styles, which can greatly influence how appreciation is perceived and expressed in the workplace. By understanding and leveraging Whole Brain® Thinking, leaders and employees alike can effectively communicate appreciation.
Whole Brain® Thinking comprises four quadrants: Analytical (Blue), Practical (Green), Relational (Red), and Experimental (Yellow). Analytical thinkers are typically logical and methodical, and Practical thinkers are often pragmatic and adept at planning and organizing. Relational thinkers are emotionally attuned, collaborative, and value interpersonal relationships. Experimental thinkers, meanwhile, enjoy exploring new ideas, the big picture, and the “Why?” behind the work.
While we all prefer one or more quadrants, we can access and excel in each quadrant. And there’s no particular quadrant or combination that’s better or worse than any other.
The Herrmann Brain Dominance Instrument® is the assessment that helps us understand how we prefer to process information. The HBDI® measures analytical, practical, experimental, and relational thinking styles to determine individual preferences. It provides a blueprint for harnessing cognitive diversity to improve productivity, decision-making, and communication.
Whole Brain® Thinking provides leaders with a framework to adapt their communication and appreciation to align with the thinking preferences of their employees. Likewise, employees who share their HBDI® profiles can get a better understanding of how to show peer-to-peer appreciation.
Some thinking preferences are natural fits for certain languages — such as relational thinkers and words of affirmation. However, every thinking preference is compatible with each of the appreciation languages. Keep in mind that most people have a mix of thinking preferences, oftentimes strongly favoring two of the four quadrants.
Here are examples of how each of the five languages of appreciation can be approached through a Whole Brain lens.
These are only some of the ways the five languages of appreciation can be used in workplace interactions.
Employees might initially resist putting the five languages of appreciation into practice. They might not understand the concepts, feel uncomfortable expressing themselves in certain ways, or be skeptical of the concept. Here are some ways team leaders can win over their employees.
Introduce the five languages of appreciation to your team members. Include examples of each in workplace settings. Help them understand why you’re implementing this approach and how to identify which languages resonate with them. If team members have HBDI® profiles, remind them how that helps them better understand each other’s thinking — just as the appreciation languages framework will help them communicate appreciation.
Encourage open conversations about appreciation preferences within your team. This dialogue will increase awareness and understanding among team members.
Understanding each employee's preferred language of appreciation is crucial. Leaders can use surveys, one-on-one conversations, or observation to identify which language resonates most with each team member. Make sure employees have resources to help them understand each language.
Once the preferred language of appreciation is identified, leaders can personalize their gestures to match individual preferences. This ensures that the appreciation is meaningful and impactful for each employee. Whole Brain® Thinking can further help employees communicate appreciation effectively.
While focusing on an employee's primary language of appreciation is important, incorporating other languages can further enhance the impact. Leaders can combine different languages for a comprehensive and inclusive approach to appreciation — much like how Whole Brain® Thinking helps people stretch themselves to access all four quadrants.
Be intentional with your appreciation. Practice using each of the five languages of appreciation with team members. Show genuine appreciation by using their preferred language and tailoring your gestures to their individual needs.
Publicly acknowledge employees for their contributions, whether that’s during team meetings, over email, or through other channels. Leading by example reinforces the importance of appreciation and inspires others to do the same.
Check in with your team members periodically. See whether they feel appreciated. Make adjustments as needed, especially if anyone feels frustrated by or uncomfortable with appreciation.
Employees who feel appreciated will perform better and are more likely to stick around. But in the busy day-to-day, too many managers can forget to offer appreciation and thanks.
The five languages of appreciation, combined with Whole Brain® Thinking, can help managers show appreciation and gratitude in lasting ways. By making appreciation a habit, you’ll improve team trust, morale, retention, and business outcomes.
Learn more about the power of workplace appreciation in creating inclusion impact.