The Power of Acknowledgement, the Behavior of Appreciation

Recognition creates ROI.
Appreciation builds culture.
And acknowledgement? That’s where both begin.

In every thriving workplace, hybrid or in-person, acknowledgment is the spark that lights the flame of belonging. But it’s not the same as appreciation. Understanding the difference between the two is what separates checking a box from changing a culture.

Acknowledgement vs. Appreciation

They sound similar, but they serve different purposes:

• Acknowledgement says: I see you.

• Appreciation says: I value you.

Acknowledgement is awareness — noticing the effort, the presence, the contribution.
Appreciation is emotion — connecting that effort to meaning and impact.

For example:

• “Thanks for getting that report in.” → Acknowledgement.

• “Thanks for getting that report in early — it helped the team prep faster and reduced last-minute stress.” → Appreciation.

Both matter. But when organizations stop at acknowledgment, employees feel observed, not inspired. Appreciation transforms recognition from a transaction into a relationship.

Why the Distinction Matters

According to Gallup, only 1 in 3 employees strongly agree they’ve been recognized in the past seven days.
Yet, employees who regularly feel appreciated are five times more likely to stay and six times more likely to recommend their workplace. (OC Tanner, 2024)

This difference isn’t about frequency… It’s about depth.

Acknowledgement fuels motivation.
Appreciation builds commitment.

The Science Behind Appreciation

Neuroscience tells us that genuine appreciation activates the brain’s reward centers, increasing dopamine, serotonin, and oxytocin. These “feel-good” chemicals not only improve mood but also strengthen trust and connection.

A Harvard Business Review study found that when leaders consistently express authentic gratitude, teams experience:

• 31% higher productivity

• 37% higher engagement

• 44% stronger sense of belonging

In other words: a simple, sincere “thank you for what that meant to us” can literally rewire how people feel about their work.

Turning Appreciation Into a Behavior

So, how do you make appreciation a daily practice, not a sporadic sentiment?

Here’s what we’ve learned works best:

1. Start with Awareness

You can’t appreciate what you don’t notice. Encourage leaders and peers to slow down long enough to see contributions, not just outcomes.

2. Be Specific and Contextual

Appreciation lands when it connects effort to impact. Replace “Great job!” with “Your patience with that client built real trust, that’s what partnership looks like.”

3. Make It Two-Way

Appreciation isn’t hierarchical. Invite employees to appreciate one another, across departments and levels. Peer-to-peer recognition increases engagement by up to 35% (Gartner).

4. Embed It in Rituals

Start meetings with a “who made your week easier” moment. End project retros with appreciation rounds. Build appreciation into the rhythm of how your team connects.

5. Lead by Example

Culture follows behavior. When leaders show visible, specific, and authentic appreciation, it cascades. A Deloitte study found that 70% of employees say recognition from leadership had the biggest impact on motivation.

From Habit to Culture

Acknowledgement catches the moment.
Appreciation multiplies it.

When we treat appreciation as a behavior, something we practice, teach, and repeat, we turn individual gestures into collective strength.

Teams that practice daily appreciation don’t just work well together; they feel well together. And that’s the foundation of sustainable performance.

Final Thoughts

Appreciation isn’t grand gestures or formal ceremonies; it’s the quiet, consistent behavior that tells people they matter.

Start with acknowledgment.
Build with appreciation.
Repeat until it becomes culture.

Because when people feel seen, they contribute more.
When they feel valued, they stay longer.
And when appreciation becomes behavior, belonging becomes the outcome.