Why do people insist on calling themselves ‘self-made’?

I’ve never understood that. No one achieves anything significant on their own.

Think about your own career. How many people helped you get where you are today? Someone gave you an opportunity, shared advice, challenged you to do better, or stepped in when you needed help.

Now think about the people who help you succeed today. If you’re leading a team, they contribute to your success every day. But do they know how much you appreciate them?

We can get so caught up in deadlines, deliverables, and the next big priority that we forget to acknowledge the people making it all possible.

 

And that can cost us more than we realize.

 

Why Gratitude Matters to Your Team

 

People want to know their work matters. They want to know that their contributions are noticed and that the people they work for value what they bring to the table.

This is especially important for leaders to understand because recognition is measurably linked to employee retention. According to research from Gallup and Workhuman, employees who received high-quality recognition were 45% less likely to have left their organizations two years later than those who weren’t well recognized.

That’s worth paying attention to.

The research also found that only 22% of employees said they received the right amount of recognition for the work they did. Think about that. Nearly eight out of ten employees didn’t feel they were getting the recognition they deserved. As leaders, we have to ask ourselves whether we’re doing enough to let our people know they’re valued.

 

And there’s another question worth considering: When we do express appreciation, does it feel genuine?

 

There’s a Difference Between Recognition and Genuine Appreciation

 

We’ve all heard the obligatory “great job, team” at the end of a meeting. There’s nothing wrong with thanking everyone for their work. But if that’s the extent of your appreciation, you’re missing an opportunity.

People want to know what you appreciate about them.

Consider the difference between hearing “Thanks for your help” and “I really appreciate how you stepped in to support the team when we were short-handed. You helped us deliver on our commitment to the client.”

One is polite. The other tells someone you noticed what they did and understand why it mattered.

Genuine appreciation requires you to pay attention. It also requires knowing your people.

Some employees enjoy being recognized publicly. Others would much rather receive a personal note or hear your appreciation in a private conversation. If you don’t know what meaningful recognition looks like to someone on your team, ask them.

 

How to Show Gratitude to Your Team

 

You don’t need an elaborate employee recognition program to show gratitude to your team. Start with the way you interact with people every day.

 

1. Notice the people whose work happens behind the scenes.

The person who keeps projects organized, anticipates problems, supports colleagues, or handles the details that everyone else takes for granted deserves recognition, too.

Pay attention to contributions that don’t always come with a big announcement or a visible win.

 

2. Tell people exactly what you appreciate.

Be specific. Acknowledge their effort, judgment, creativity, or willingness to help. Explain the difference their contribution made.

When you recognize someone’s strengths, you also help them see the value they uniquely bring.

 

3. Give credit where it’s due.

When you’re sharing a team’s accomplishments with senior leadership, a client, or another department, make sure the people who contributed receive appropriate credit.

One of the simplest ways to show that you value your team is to acknowledge their work when they’re not in the room.

 

4. Make your appreciation personal.

A handwritten note, a phone call, or a sincere conversation can mean a great deal. Choose an approach that fits the person you’re recognizing.

And remember, appreciation isn’t limited to celebrating exceptional performance. Consistent effort, reliability, and the willingness to help others deserve acknowledgment, too.

 

5. Back up your words with your actions.

If you tell people you value them, demonstrate it.

Listen when they speak. Respect their time. Invest in their development. Give them opportunities to use their strengths and take on new challenges.

People notice how they’re treated.

 

Make Gratitude Part of Your Leadership

 

November gives us a wonderful reason to reflect on what we’re thankful for. But your team needs to feel appreciated throughout the year. And you have more opportunities to express gratitude than you may realize.

You can recognize someone during a team meeting, acknowledge their contribution in an email, or take a few minutes to talk with them.

You can also make a point of asking yourself at the end of each week: Who made a difference this week, and have I thanked them?

Your mission, should you choose to accept:

 

Think of three people on your team whose contributions deserve more recognition. Before this week ends, tell each of them what you appreciate and why.

 

Be specific. Be sincere. And don’t wait for a special occasion.

The people who help you succeed deserve to know how much they matter.