Appreciation ... It Percolates From the Top Down.

Let’s begin with a bitter truth, served black: most people feel unappreciated at work.

Not undervalued in some vague, existential way — but practically, measurably, and daily. A report here ignored. A deadline met but unacknowledged. A 7 a.m. strategy call across time zones—executed without a whisper of thanks. These are not the grievances of a fragile workforce craving trophies for turning up on time. They’re the unspoken signs of an organizational culture that has forgotten one vital truth:

Appreciation is not a bonus; it’s foundational. And it starts — must start — at the top.

The higher your perch in the hierarchy, the more powerful your appreciation becomes. It doesn’t just land softly on the ears of a junior staffer; it ripples outward, echoes through the ranks, and shapes culture. And when it’s absent, that silence reverberates louder than any applause could have.

So let’s talk, in all seriousness (with only the occasional jab of dry wit), about why appreciation percolates from the top down, how its absence corrodes culture, and what true leadership appreciation looks like.

Why Leaders Must Go First

There is a reason the coffee metaphor works so well here. Appreciation, like the rich oils in your French press brew, doesn’t start at the bottom of the grounds. It starts with heat and intention — poured from the top.

A CEO’s acknowledgment carries different weight than a colleague’s nod. Not because of ego or inflated importance, but because leaders set the weather. If they show appreciation as a core behavior — not a calendar event — then others feel permitted, even encouraged, to do the same.

In contrast, when senior leaders operate in a vacuum of recognition, focused solely on KPIs, burn rates, and board metrics, they create a culture of transactional relationships: You perform; we pay you. Now get back to work.

Let me be blunt: If you think the pay-cheque is appreciation enough, you’ve misunderstood leadership.

The Cost of a Thankless Culture

A thankless culture doesn’t declare itself in a grand parade of neglect. No, it shows up quietly in:

• Employee disengagement: Gallup has made a side business out of reporting dismal employee engagement rates year after year. Appreciation — authentic, visible, timely — is one of the top drivers of employee satisfaction.

• Turnover and attrition: People don’t leave jobs. They leave managers. More specifically, they leave environments where they feel invisible, irrelevant, or like a replaceable cog. A little appreciation can be the difference between retention and a LinkedIn job alert.

• The erosion of trust: When people consistently give their best and receive radio silence in return, trust atrophies. Why? Because trust is relational. And relationships, like any living thing, require feeding — with respect, gratitude, and the occasional metaphorical espresso.

The Fallacy of 'I Just Expect Excellence'

Some leaders cloak their lack of appreciation in what I call the ‘Excellence Doctrine’: “I don’t say thank you because I expect high performance as standard. Why should I congratulate people for doing their job?”

Here’s why: People are not machines.

Yes, you hired smart, capable, results-driven professionals. But these professionals are still human. They thrive on acknowledgment. And while they may not ask for it — some even claim not to need it — the research (and frankly, human psychology) disagrees.

Recognizing effort isn’t a dilution of standards. It’s an elevation of culture. Excellence that’s recognized gets repeated. Excellence that’s ignored? That gets resentful. Or quietly burned out.

Appreciation ≠ Flattery

Now, let’s be clear: we’re not talking about empty praise or inflated ego massages. The workplace equivalent of telling someone they’re “amazing” every time they show up is not appreciation. It’s lazy.

True appreciation is:

• Specific (“Your summary of the acquisition risks was precise and saved us hours in the boardroom.”)

• Timely (within a day or two of the action — not six months later at a review)

• Public or private, as appropriate (some people love the spotlight; others wilt in it — know the difference)

• Sincere (if you don’t mean it, don’t say it; people smell insincerity faster than spilt coffee on the CFO’s desk)

As a general rule, if your appreciation can be replicated by a ChatGPT auto-prompt, it probably needs work.

The Link Between Appreciation and Leadership Maturity

Insecure leaders struggle to show appreciation. Why? Because they think it costs them something — authority, control, or power.

But secure leaders know the opposite is true. Their appreciation magnifies their impact. It reflects maturity, presence, and a healthy detachment from ego. It says: “I see you. Your work matters. And I’m secure enough in my position to acknowledge yours.”

That’s emotional intelligence in practice — not in a seminar.

A Quick Word on Power and Grace

Let’s get philosophical for a moment. The most impactful appreciation doesn’t come from peer to peer. It comes from those who hold power showing grace.

There is something profoundly moving about a powerful person — a CEO, a founder, a partner — taking the time to notice someone whose contributions might otherwise be hidden in the background. The junior project manager. The quiet coder. The exhausted receptionist who still smiled through the client chaos.

When someone at the top sees someone at the base and acknowledges them, it changes how the entire system feels. That is grace. And grace is a deeply underutilized leadership tool.

From the Boardroom to the Back Office

I once watched a board chair walk into the operations centre of a logistics company on a surprise visit. Not to inspect. Not to interrogate. But to thank the overnight team for meeting a sudden crisis.

He walked in, sleeves rolled up, no fanfare. Thanked people by name. Listened to what they had done. Took notes. Smiled. He didn’t say much. But his presence — and his appreciation — were seismic.

Weeks later, I asked the floor supervisor if it had made any difference.

He just looked at me and said, “We’d do it again tomorrow.”

That’s appreciation. That’s loyalty. That’s leadership.

Appreciation in a Remote World

Now, let’s not pretend this is easy. In our hybrid, Slack-obsessed, screen-tethered professional reality, appreciation takes more work than ever.

When teams are spread across cities, continents, or time zones, the old methods of appreciation — a nod across the room, a quick “great job” in the hallway — are gone.

So leaders must adapt.

They must become intentional about:

• Virtual appreciation rituals — whether it’s a weekly recognition round in a team call or a personal Friday email of thanks

• Personal messages — not generic mass emails, but tailored notes that show you paid attention

• Celebrating milestones — not just deliverables, but effort, growth, and courage

If you think “remote” means “removed,” you’ve misunderstood your role. Leadership is never location dependent.

The Neuroscience of Appreciation

For those who need more than human decency as a motivator, let’s consult science.

Appreciation lights up the brain’s reward centres. It releases dopamine — that lovely, legal high that makes us feel valued and motivated. Over time, this builds positive reinforcement loops, encouraging pro-social, engaged behavior.

In other words, a well-placed “thank you” is literally brain candy.

But here’s the kicker — it doesn’t just affect the recipient. It affects the giver too.

Leaders who express appreciation regularly report:

• Higher levels of emotional well-being

• Lower stress

• Stronger team connections

• Greater job satisfaction

So, even if you’re a hardened, data-obsessed executive who recoils at “soft skills,” know this: appreciation is hardwired ROI.

How to Start (If You Never Have)

If this all sounds foreign — or worse, performative — let’s simplify. Appreciation is a practice. Like anything worth doing, it gets better with repetition.

Here’s how to start:

1. Start small. At your next meeting, thank someone for a specific contribution. Do it sincerely, without overcompensating.

2. Observe. Watch how it lands. Notice the shift in body language, energy, tone.

3. Repeat. Do it again the next day. And the next. Let it become second nature.

4. Scale. Build appreciation into performance reviews, all-hands meetings, and offsites. Make it part of your leadership brand.

And if you’re unsure how you’re doing, ask your team: “Do you feel your efforts are noticed?” That question alone can open a long-closed door.

When Appreciation Becomes Culture

Here’s the real goal: not to be known as a “nice boss” who says thank you, but to build an ecosystem of appreciation where recognition is baked into the daily rhythm of work.

A culture where:

• People see and celebrate each other

• Feedback flows both ways — and includes the positive

• Appreciation isn’t a top-down act but a company-wide language

In these cultures, performance soars. Not because people are being bribed with praise, but because they feel safe, seen, and significant.

And isn’t that what we all want? To know our efforts matter. To be part of something that values our contribution. To work in a place where leadership is not just authority but humanity.

A Final Note — From One Leader to Another

I’ve been in leadership roles for over four decades. I’ve sat at polished boardroom tables and in plastic chairs in regional outposts. I’ve advised ministers, CEOs, and interns who think I still use a fax machine.

And if there’s one thing I’ve learned that’s worth repeating: People never forget how you made them feel.

They will forget your spreadsheets. They’ll forget your vision decks. They’ll forget your clever metaphors at the strategy retreat (even if I thought they were excellent).

But they will never forget the day you looked them in the eye — through a screen or across a room — and said: “What you did mattered. Thank you.”

That’s not sentiment. That’s leadership.

So, if you’re at the top, pour generously. Let your appreciation percolate downward. It will filter through every layer of your culture, dark and rich and unforgettable.

Because in the end, the strongest organizations run not just on performance — but on praise.

And a little warmth goes a long way.

Dr Lindsay R. Dodd is a boardroom strategist, legal academic, and pragmatic advisor with a fondness for straight talk, self-awareness, and calling things what they are. He specializes in cutting through governance theatre to get to the heart of what drives real organizational impact.