Benefits us are taught to say “please” and

Benefits and Impacts of Appreciation in the Workplace  If you ask most employers if they are showing appreciation to their employees they will probably answer yes; but in actuality they are failing in some respects to actually meet the need of making their employees feel valued.  Where do most people spend the majority of their time (or at least a large amount of it)? Work. And if asked do they feel valued orappreciated the answer is no.  In a Gallup Poll and other surveys, 65 percent of workers have reported receiving no recognition or appreciation at work in the past 12 months (Rath & Clifton, 2004).?The associated cost for implementing a system of recognition is relatively small, but pays big dividends if implemented effectively. Some benefits are increased individual productivity, greater employee satisfaction, increased loyalty and trust between employees and management, enhanced teamwork, reduction in employee turnover, and fewer job absenteeism due to health issues.Most people in general are not aware that it is not a one size fit all when it comes to showing appreciation in the workplace which in some environments can cause confusion, tension, and even resentment. One of the biggest challenges to employers in showing appreciation in the workplace is knowing how to effectively communicate it. Usually supervisors communicate appreciation by email, which is unspecific anddetached. Some basic methods of communicating appreciation in the workplace (Chapman & White, 2011): Words of Affirmation, Quality Time, Acts of Service, Tangible Gifts and Appropriate Physical Touch.According to White (2017), when appreciation is given in a way that meets the need of the receiver, it can be empowering, and motivating giving the individual a greater feeling of self-worth. Interesting enough that generally when personnel feel valued and the appreciation is genuinely felt, they have a tendency to be more engaged.  As stated by Willoughby (2014), as children most of us are taught to say “please” and in most cases “thank you”; these simple words can prove invaluable in the workplace.  Appreciation when effectively communicated promote employee cohesiveness and creates a culture of trust which in turn boost performance. Steven Covey, author of the bestselling and still popular Seven Habits of Highly Effective People (2004) feels so strongly about people’s need for appreciation he states: “Next to physical survival, the greatest need of a human being is psychological survival, to be understood, to be affirmed, to be validated, to be appreciated” (p. 241).  Implementing basic method of appreciation as a part of the company culture can have surprising health benefits such as less overall stress, better sleep habits at home, and overall emotional well-being. In addition, communicating appreciation effectively creates good feelings that translate into employee being more optimistic, and causes one to adopt a pay it forward approach to work and life.    ?In an employee group study conducted by the Harvard Medical School it was discovered that gratitude/appreciation plays a very important role in our daily life. For an example, the Harvard study showed that employees that received gratitude/appreciation in the workplace prior to making calls to ask for donations made 50 percent more calls than a control group where no recognition was given. This is study confirms that when appreciation/gratitude is communicated effectively it has the ability to improve employee satisfaction and enhances the workplace environment. Another example of effectively communicating appreciation is when the Disney company implemented an appreciation/recognition programs in the workplace and resulted in a 15 percent overall increase in staff satisfaction. Likewise, the Sears, Roebuck & Co. saw a 0.5 percent growth in profits for every 5% increase in the company employee opinion scoring.?When supervisors are able to effectively communicate appreciation to employees he/she in most cases establish a new level of trust that will foster positive employee to management relationships. In addition, employees that feel valued and value their co-workers will take the imitative to take on more challenging tasks because they associate accomplishment with receiving more appreciation/gratitude. In general, when authentic and effective appreciation is communicated it lifts up employees’ spirit and energizes them to go above and beyond what is expected. When employees feel empowered it allows them to be more creative and open them up to fostering innovative thinking and the enhancement of overall job performance. The feeling of empowerment enable/encourages the employee to take more ownership of his/her work and to take responsibility for their own actions.?Supervisors have a tendency to point out employee unsatisfactory job performance; they should instead be evaluating the system and how did it fail to set the employee up for success instead of failure. Employees perceived social impact and social worth are tied to what happens during the social encounter and can nurture affective commitment to customers. This aligns with recent calls for abandoning formalized emotion display expectations and replacing such efforts with more humanistic practices that support and value employees, engendering positive climates and an authentically optimistic workforce. (Grandey et al., 2015)?Due to a constantly changing environment both personally and professionally it is imperative that both employers and employees learn how to effectively communicate appreciation because the impacts go far beyond the place of employment.      REFERENCESArmache, J. (2013). The Benefits of Employees’ Empowerment. Franklin Business & Law Journal, 2013(4), 19-28.Chapman, G., & White, P. (2011). The 5 languages of appreciation in the workplace. Chicago, IL: Northfield. Covey, S. R. (2004). The 7 Habits of Highly Effective People (rev. ed.). New, York, NY: Free Press.Duron, Maria Elena (2014, April 3). Applying Appreciation in the Workplace. Retrieved from Grandey, A. A., Rupp, D. E. & Brice, W. N. on-line, (2015). Emotional Labor threatened Decent Work: A Proposal to eradicate emotional display rules: The Dark Side of Emotional Labor. Journal of Organizational Behavior, 36, 770-785.McReynolds, A. (2012, October 18). Lessons in Employee Motivation, Appreciation, & Performance for GenY. Retrieved from Rath, T., & Clifton, D. O. (2004). How full is your bucket? New York, NY: Gallup. Saunders, D. (2007). Appreciate your employees today day, the keys to a happier, more productive staff. Supervision, 68(8), 6-7.Schwartz, T. (2012). Why appreciation matters so much. Finweek, 38Twigg, A. & Pangakis, F (2017, March 9). Appreciation in the Workplace – It Really Does Make a Difference. Retrieved from White, P. (2015). Improving Staff Morale Through Authentic Appreciation. TD: Talent Development, 69(4), 108-109.White, P. (2017, May 10). The Benefits of Authentic Appreciation. Retrieved from A (2014, February 4). Employee Appreciation: The Priceless Impact on Workplace Reputation. Retrieved from