Appreciating employees means consciously showing that someone's effort is being seen. It doesn't have to be grand or expensive. Small, concrete moments make appreciation believable.
An employee who feels seen works with more confidence, speaks up more quickly, and feels more connected to the team. Therefore, appreciation is a daily part of good leadership. Previously, we already wrote about why workplace appreciation is more important than ever. In this article, you will find 12 practical examples that you can use right away.
12 concrete examples to appreciate employees
1. Give specific compliments at the right time
A compliment works better when it's specific. Mention what someone did, what effect it had, and why you appreciate it.
Example: “You remained calm during the customer conversation, even when it got tense. This made the customer feel heard and allowed us to resolve the issue.” - Particularly suitable immediately after visible good behavior.
Use this especially right after the moment itself. If you wait too long, it will feel less natural.
2. Start the week with a moment of appreciation
Start the week with one short question in the team meeting: “Who wants to thank someone for something from last week?” This takes little time and makes appreciation visible.
Make sure it doesn't become a mandatory lap. Give space, but don't force anyone. Appreciation only works if people can give it sincerely.
3. Thank employees for their behavior, not just for results
Many organizations especially value targets, deadlines, and achievements. As a result, desired behavior often remains invisible. Think of colleagues who help new employees, bring calm during busy periods, or take responsibility without being asked.
Example: “I appreciate that you always make time to guide new colleagues. That helps our team become independent more quickly.” – Useful for making invisible effort visible
4. Give public recognition during team meetings
Public recognition works well if someone appreciates it. Mention a specific contribution from an employee during a daily stand-up, weekly meeting, or quarterly review.
Keep it brief and substantive. Avoid excessive praise. Quiet, concrete acknowledgment is more impactful than loud, empty applause.
Example:
Not: ‘Wow, you're really the best on the team!’ But: ‘Your approach with that client was spot on – calm and to the point.’ Especially effective with employees who value public recognition.
5. Write a personal thank you note
A personal message often resonates longer than a quick compliment in passing. This can be done via a card, email, or internal platform.
Example: “I wanted to thank you again for your dedication during the handover. You had everything clearly prepared, which allowed the team to move forward immediately. That really makes a difference.” - This works especially well for employees who don't like being in the spotlight.
6. Let colleagues appreciate each other
Appreciation doesn't only have to come from managers. Colleagues often see behavior that managers miss. Think of help with a difficult customer, solving a technical problem, or taking on extra work.
With digital tools, you can make this accessible. In this article, you'll read how to digital tools used for appreciation and recognition in the workplace.
7. Link appreciation to core values
Strengthen appreciation by connecting it to behaviors that align with your culture. If collaboration is a core value, visibly appreciate it when someone shares knowledge or helps a colleague.
Example: “This is a good example of ownership. You saw that the process was stuck and proposed a solution yourself.” - This is how you make core values tangible instead of abstract.
8. Give employees choice in their compensation
Not everyone feels appreciated by the same thing. One person wants a gift certificate, another wants extra time off, a lunch, a learning budget, or a small personal token.
A flexible points system can help with this. Read more about the advantages of a Employee points program.
9. Appreciate effort during busy periods
Much appreciation only comes after a project is completed. Yet, employees need recognition during busy periods. Acknowledge the effort while the work is still ongoing.
Example: “I see that this period is asking a lot of you. It's great that you're maintaining an overview and continuing to communicate with the team.” – This is how you prevent appreciation from feeling like a concluding formality.
10. Four small improvements
Appreciation doesn't just have to be about big achievements. Small improvements show that someone is growing. Think of an employee who asks for feedback better, communicates more clearly, or takes more initiative.
Example: “I noticed you indicated where you were stuck faster today. That allowed us to help sooner. That's the open communication we need.” – Good for stimulating growth and development.
11. Appreciate remote workers consciously
Remote workers often miss out on spontaneous appreciation at the office. That's why you need to be more proactive in organizing recognition. Send a personal message after a job well done, acknowledge contributions in online meetings, and ensure the successes of remote workers remain visible.
Do you want to continue with this? Then check out these ideas to appreciate remote workers and increase remote engagement.
12. Ask employees how they want to receive appreciation
The best way to personalize appreciation is simple: ask. Some employees want public recognition, others prefer a personal message. Some appreciate rewards, others trust or autonomy above all.
For example, ask these questions during a one-on-one conversation:
- “When do you feel valued at work?”
- “Are you getting enough recognition for your contribution now?”
- “What would you like me to do more often?”
- “Do you prefer public appreciation or private?”
These questions make appreciation more personal and prevent assumptions.
Conclusion
Appreciating employees doesn't have to be complicated. A specific compliment, a personal thank you, recognition during a team meeting, or a choice in rewards can go a long way. The difference lies in sincerity and repetition.
Most of these examples take little time and money. What they do require is attention: to what someone is doing, and to how that person prefers to be recognized for it. Start with one thing tomorrow: ask an employee how they prefer to receive appreciation. You can build the rest from there.
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