The Power of a Simple Thank You

Leslie Speas
6 days ago
3 min read

It may be cliché, but I always think of November as the season of gratitude. This week, I’m focusing on how gratitude isn’t just a nice-to-have sentiment but a key ingredient in boosting employee retention and engagement.

William James said, “The deepest principle in human nature is the craving to be appreciated.” I believe this to be true. People won’t stay with your organization or bring their best if they don’t feel valued and appreciated.

The Reality

According to Quantum Workplace, employees who feel they’ll be recognized are almost 3 times more likely to be engaged. Yet only 35% say they receive recognition weekly or monthly—and more than half say they’d like more.

The truth is that most leaders don’t show enough appreciation. Common reasons? Being too busy, thinking it’s not a priority, feeling uncomfortable giving praise, or just not knowing how.

Some even worry about overdoing it or think recognition should be tied to a big accomplishment. In my experience, I’ve never seen “too much appreciation” listed as a problem on an engagement survey, but “not enough” shows up almost every time.

PATS for Appreciation

When teaching (or preaching) about employee appreciation, I like to use the PATS acronym.

P – Preferences: Know how each person likes to be recognized and use this information to tap into their preferences. Some people thrive on public recognition, while others would rather crawl under the table than be called out in a meeting. A gift card to their favorite restaurant will mean much more than one to Pigs R Us if they’re a vegetarian. The key is tailoring your recognition so it truly resonates with the individual.
A – Authentic: Be genuine and sincere. If you are checking off a box, people will know that it's not authentic.
T – Timely: Don’t wait too long to say thank you. Recognition loses its impact when it’s delayed. If you’re acknowledging something I did three weeks ago, chances are I’ve already moved on—and might not even remember the details! Timely recognition reinforces the behavior you want to see and makes it feel genuine and meaningful.
S – Specific: Tell them exactly what they did that mattered. When you do this, they will know what behavior to repeat, which is what you want!

What Managers Can Do to Hardwire Appreciation

Here are a few ways to build appreciation into your daily leadership routine:

Ask employees how they like to be recognized, keep a record, and use it!
Say “thank you” often—out loud and in writing.
Keep gift cards or small tokens handy for spot recognition.
Send handwritten notes, texts, or quick appreciation emails.
Ask employees who’s helped them lately and pay it forward.
Celebrate team birthdays, work anniversaries, and team wins.
Explore your team’s “languages of appreciation” together.
Schedule time on your calendar for recognition.

What Organizations Can Do to Hardwire Appreciation

Train your managers on the importance of recognition and positive feedback and how to deliver it effectively. Most things—good or bad—start with the manager, so equipping them to recognize and encourage their people is key. Ask me about my workshop, The Caring Leader, which focuses on caring conversations, empathy, and appreciation.
Create meaningful recognition programs that align with your culture. One of my favorites involves building recognition around your Core Values. This not only celebrates great work but reinforces the behaviors that make your organization thrive. Employee of the Month - not a fan!
Promote peer-to-peer recognition by providing tools and opportunities for employees to celebrate one another’s wins.
Make it easy by providing leaders and others with cards and tokens to support recognition.
Use your website and newsletter to recognize employees.

My Favorite Type of Recognition

The simple thank-you card! It’s such a small gesture, but it packs a big punch. When I visit workplaces, I often see thank-you notes proudly displayed on cubicle walls or bulletin boards. It takes just a few minutes to write and costs almost nothing, but the impact can last a long time.