If you could spend five minutes and know that those five minutes would send positive ripple effects across your organization—boosting engagement, retention, and performance—would you do it?
There’s no greater way to have a positive impact on your people than through appreciation.
In this post, we’ll explore five things you can do in under five minutes to nurture a culture where people don’t just feel compensated—they feel valued.
Why Appreciation Matters
We can offer the best pay and benefits, but that doesn’t mean our people feel valued.
Feeling valued is an emotional experience. It happens when people feel seen, heard, and acknowledged for who they are, what they contribute, and what it takes to do their job each day.
Research has found that when people feel valued, productivity goes up, performance goes up, profitability goes up, customer ratings go up—and absenteeism and turnover go down.
One study from WorkProud found that when people were recognized just 16 times a year, turnover decreased by nearly 25%.
There’s nothing we can do as senior leaders that takes less time, costs less, and has a bigger impact on our organization’s results than appreciation.
1. Recognize Your Leaders
This may seem like common sense, but after running workshops around the world for more than twenty years, I can tell you—the number one reason managers don’t recognize their people isn’t because they don’t care. It’s because they don’t feel recognized themselves.
Although your senior leaders might not need the same kind of appreciation as junior employees, they still need to know that you value them for who they are and what they contribute.
It can be as simple as:
- “I really appreciated that presentation you gave the other day.”
- “What’s a challenge you’re up against right now, and how can I support you?”
- “What are your thoughts on this project?”
Small gestures like these go a long way. When your leaders feel valued, they’re more likely to recognize and value their own people.
2. Nudge Your Leaders to Recognize Their People
What we make time for in senior management meetings sends a message to everyone about what’s important.
Try carving out five minutes at the end of your next leadership meeting and ask:
“Who’s someone on your team who flies under the radar but does really great work?”
“Who’s someone who really helped you out this week?”
When you ask this question every week, your leaders will start scanning for people doing great work so they’ll have something to share.
Then, follow up with:
“What did you do to let them know that you appreciate and value them?”
And when you hear a great story, ask for that employee’s name and send them a quick note or message:
“Your manager told me about the project you led. Thank you for the work you’re doing.”
You’ll make that manager’s day—and that employee’s day as well.
3. Make Time for Shoutouts in Every Large Group Meeting
Appreciation doesn’t just belong in one-on-ones—it should show up in your all-staff and town hall meetings too.
Take five minutes at the start of your next meeting to begin on a positive note, or five minutes at the end to close with gratitude.
Ask:
“Who would like to give a shoutout to someone on your team—or on another team—who supported you recently?”
If nobody raises their hand, wait. It might feel awkward, but eventually, someone will speak up. Then another. And another.
After a few shares, have people turn to the person next to them and say,
“What’s something you or your team have been working on recently that you’re proud of?”
If you’re running this virtually, you can have people share in breakout rooms or chats.
And if you’re not getting many shoutouts? Try starting the other way around—have people first turn to each other to reflect on what they’re proud of, then open it up for group sharing.
These simple moments reinforce what’s working and remind people that their efforts matter.
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4. Show Up, Ask Questions, and Engage
During my research on recognition, I interviewed a guy who worked for Delta on the ground crew at the Boston airport. He told me it was the best job he ever had.
When I asked why, he said,
“Because I never feel like a number.”
He explained that when senior leaders from Delta came through, they’d often stop by the break room to sit, chat, and ask about what it’s like to do the job each day.
That five-minute connection made him feel seen.
As a senior leader, you play a visible role in your company. Taking even five minutes to connect—whether it’s in the hallway, the parking garage, or while grabbing a cup of coffee—can have a profound effect.
Here are a few questions that open meaningful conversations:
- “Tell me a little about your job.”
- “What’s the most challenging part of your work, and how do you navigate it?”
- “What’s something you’re proud of your team for?”
- “Can you share a story of great customer service or teamwork you’ve seen recently?”
It’s less about what you say, and more about what you empower others to say to you.
5. Share Stories That Put Employees at the Heart of Your Success
For several years, I had the chance to interview CEOs from some of the top “Best Places to Work” companies in the world.
They all had one thing in common: a valued employee mindset. They understood that the organization’s success depends on the success of its people—and they told stories that made those people the heroes.
As you walk around, join meetings, or chat with leaders, ask:
“Tell me a story of great customer service.”
“Tell me a story of innovation in action.”
“Tell me a story of accountability.”
When you hear a good one, capture it. Then share it using a simple structure:
- Setup: “The other day I heard this great story about…”
- What happened: Describe the situation and what the employee or team did.
- Why it matters: “I really appreciate this because…”
- Tie it to your values: “It’s a great example of [core value or behavior] in action.”
Stories like these don’t just celebrate success—they teach your culture what great looks like.
The Ripple Effect
As senior leaders, our actions and behaviors send ripples across the organization—positive or negative.
If we take even five minutes to appreciate, listen, and connect, those ripples will multiply—through managers, through teams, and through the entire company.
So this week, take five minutes.
Recognize a leader. Ask a thoughtful question. Share a great story.
Those moments cost nothing—but they might just transform your culture.
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