Building a Culture of Appreciation through Giving and Receiving Compliments at Work, by Jonathan H. Westover PhD

Abstract: This article provides practical strategies for leaders and employees to foster a culture of appreciation in the workplace through thoughtful compliments. While recognition is important for engagement and satisfaction, many find expressing appreciation professionally uncomfortable. The article offers guidelines for sincerely complimenting others with specificity and timeliness so praise feels genuine. Tips are also shared for gracefully receiving compliments to maximize their impact. Examples illustrate how leaders at Southwest Airlines, Google, and Lincoln Financial used compliments daily to shape highly engaged, strengths-focused cultures. The article concludes that shifting norms to build appreciation through compliments, despite discomforts, yields far greater organizational and human benefits than risks. With practice, small acts of praise meaningfully strengthen relationships, trust and performance.

Episode Transcript

Building a Culture of Appreciation through Giving and Receiving Compliments at Work Abstract (00:00):
This article provides practical strategies for leaders and employees to foster a culture of appreciation in the workplace through thoughtful compliments.

(00:14):
While recognition is important for engagement and satisfaction,
many find expressing appreciation professionally uncomfortable.
The article offers guidelines for sincerely complimenting others with specificity and timeliness so praise feels genuine.
Tips are also shared for gracefully receiving compliments to maximize their impact.

(00:37):
Examples illustrate how leaders at Southwest Airlines,
Google,and Lincoln Financial used compliments daily to shape highly engaged,
strengths-focused cultures.
The article concludes that shifting norms to build appreciation through compliments,
despite discomforts,yields far greater organizational and human benefits than risks.

(01:01):
With practice, small acts of praise meaningfully strengthen relationships, trust and performance.
As a management consultant and leadership educator,
one area I've observed countless organizations struggle with is creating a culture where employees feel truly appreciated for their efforts and contributions.

(01:21):
While most companies have mission statements touting values like teamwork and respect,
all too often the day-to-day reality falls short.
Today we will explore strategies for shifting organizational cultures to be more positive,
motivating places through the thoughtful and genuine giving and receiving of compliments.

(01:42):
Why Compliments Matter at Work Research has consistently shown the profound impact that feeling valued and appreciated can have on employee engagement,
satisfaction,and performance (Nelson,2004;
Heslin & VandeWalle, 2011).
Conversely,lacking meaningful recognition from managers and colleagues is linked to burnout,

(02:06):
low morale and turnover intentions (Sliter et al.
, 2010).
In short, compliments matter greatly in shaping the work experience.
Yet expressing appreciation can feel unnatural or awkward to many in professional settings.
There may be concerns about coming across as disingenuous or creating an unwelcome obligation.

(02:29):
Some worry exaggerated flattery could undermine credibility (Gordon, 1996).
However,when done with sincerity and specificity,compliments cost little while meaning the world to recipients.

As one employee described after receiving unexpected praise from her boss (02:43):
"It was such a small gesture but reminded me why I love my job.
It gave me an energy boost to keep up the great work.
" Beyond morale boosts though,compliments also cultivate positive relationships essential for collaboration (O'Reilly & Pfeffer,

(03:05):
2000).
They increase trust and goodwill between individuals and teams.
Guidelines for Giving Effective Compliments With some practical know-how,
expressing appreciation can become far less daunting.

Here are my recommendations for crafted compliments that land well and resonate (03:20):
Be Sincere
Take time to thoughtfully observe colleagues' contributions before complimenting.

Be Specific (03:36):
Vague praise like "good job" fails to convey what exactly impressed you.
Highlight concrete behaviors,achievements or impacts to make compliments really meaningful (Gordon,
1996).

Be Timely (03:52):
Compliments work best when delivered promptly after noteworthy moments.
Waiting too long risks the compliment not feeling connected to the action or losing its motivational power (Jones,
2015).

Vary Your Praise (04:08):
Rather than focusing only on work outputs,
recognize effort,attitude,cooperation and strengths displayed.
This instills employees feel seen in a more holistic, motivating way (Heslin & VandeWalle, 2011).

Balance Positive with Constructive (04:25):
While compliments should come more often than criticism,
occasionally including a suggestion can help individuals continuously improve.
Done right, it reinforces your genuine interest in their success (Chapman & White, 2011).

Share Publicly and Privately (04:44):
Strategically compliment both to individuals directly but also mention their contributions to others as opportunities allow.
This amplifies the positive impact on morale and development (Nelson, 2004).
Receiving Compliments Graciously Of course,the reciprocal nature of compliments in cultivating appreciation means skillfully receiving praise matters too.

Here are some pointers on accepting compliments gracefully (05:10):
Say thank you

Don't downplay it (05:21):
Resist responding with "it was nothing" or denying the merit of the feedback.
Own the praise!

Ask for examples (05:30):
If a compliment seems vague,asking for specifics allows the giver to elaborate on the behaviors they found impactful.

Pass it on (05:39):
Look for ways to recognize others for their efforts as a way to pay the compliment forward to others.

Request feedback (05:46):
Use positive feedback as an opportunity to seek counsel on ways to further leverage your strengths.
Growth stems from both praise and areas for development.

Follow up to express appreciation (05:57):
Send a brief email or note to the compliment giver thanking them again for taking the time to recognize your work.
Positive reinforcement increases the likelihood they'll offer praise again in the future.
Champions of Appreciation in Action Shifting organizational norms and cultures is a journey that requires buy-in and involvement from all levels.

(06:21):
Leaders play an invaluable role as role models who establish expectations for a compassionate,
strengths-focused work environment.

Some companies that have made remarkable strides include (06:31):
Southwest Airlines Known for its fun,
people-centric culture,Southwest has long had leaders making a daily habit of walking through the airport terminals high-fiving and complimenting employees.
These small acts of appreciation have no doubt contributed greatly to Southwest having some of the most engaged,

(06:54):
longest-tenured workforces in the airline industry (Maxwell,
2014).
Google At their weekly "TGIF" all-hands meetings,Google's co-founders would tell success stories highlighting what individuals or teams did well that week.
Hearing peers recognized this way left people feeling more connected to the company mission.

(07:17):
Google now has millions of employees globally yet still works to personalize recognition (Duhigg,
2016).
Lincoln Financial Group To reinforce their "People-first" culture,
Lincoln implemented a peer-to-peer recognition platform complementing existing rewards.
The impact of even a brief note of thanks or kudos from colleagues on feeling valued has helped them earn Glassdoor recognition for best company culture (Glassdoor PR,

(07:47):
2019).
In each case,from the C-suite on down,leading intentionally with appreciation became engrained as a core aspect of how these organizations operate and interact.
No policy or program alone achieved this- commitment from all parties kept praise and care for one another at the forefront of daily interactions.

Conclusion (08:09):
Cultivating Cultures of Appreciation Although discomfort with compliments can persist in professional settings,
the organizational and human benefits of shifting this paradigm far outweigh any perceived risks or uncertainties.
Leaders and employees alike would be wise to reflect on how their words and behaviors either build up or break down feelings of value within their teams.

(08:33):
While structural changes like implementing recognition platforms can support more positive cultures,
the daily opportunities to sincerely appreciate our colleagues through face-to-face praise are too impactful to overlook.
With practice and presence of mind,each small compliment can go a long way in shaping work as a place where people genuinely feel seen,

(08:56):
heard and that their efforts matter greatly to positive outcomes.
Building cultures of appreciation will undoubtedly lead to higher levels of care,
compassion,trust and performance within any organization.