Appreciation values who someone is, and recognition values what they do. But affirmation is superior because it reveals *how* someone's unique gifts create a unique impact. It provides "indisputable evidence of their significance," which is more motivating.
Related Insights
Most managers are conditioned to spot errors. A more powerful strategy, inspired by Ken Blanchard, is to actively "catch people doing the right thing" and praise it. This builds an emotional bank account, reinforces desired behaviors, and improves culture far more effectively than constant correction.
To sustain sales team hunger, leaders should prioritize small, daily recognitions over waiting for major milestones. A quick Slack message acknowledging good work reinforces positive behavior and connects daily effort to the bigger picture, making people feel their work is appreciated.
Don't view positive feedback as simply a way to make someone feel good. Its primary purpose is to make a person consciously aware of what they are doing well. This awareness increases the consistency and frequency of that desired behavior, making them a better performer.
A defining trait of truly impactful leaders is their ability to see and nurture potential before an individual recognizes it themselves. This external belief acts as a powerful catalyst, giving people the confidence to tackle challenges they would otherwise avoid and building deep, lasting loyalty.
Beyond superficial praise, the most profound non-physical compliment addresses a universal human fear: isolation. Acknowledging that someone's work or presence has made you feel less alone is a deeply resonant and meaningful form of validation for any creator, leader, or friend.
Research shows a genuine compliment activates the same part of the brain as a financial reward. To make praise meaningful, use the ASI framework: Authenticity (be genuine), Specificity (what exactly was great), and Impact (how it affected you). This structure ensures the compliment lands with intention.
True leadership involves recognizing and validating the contributions of every individual, even those performing seemingly minor or background tasks. Bozoma Saint John observed Jimmy Fallon praising a crew member nailing a wall, highlighting how this micro-gratitude makes everyone feel valued and part of a larger mission.
According to the "Feedback Fallacy" research, focusing on weaknesses creates a stress response and yields flat results. In contrast, identifying what someone does well and encouraging more of it leads to a 17% performance improvement. It is more effective to analyze and replicate successes than to fix failures.
We often mistake skills for strengths. A more powerful definition of a strength is any activity that energizes and motivates you. To boost morale and performance, individuals and leaders should focus on aligning work with these energy-giving tasks, rather than just focusing on competency.
Beyond the standard offer letter, managers should tell new hires what unique qualities made them stand out in the hiring process. This simple act establishes their value, sets their identity within the team, and boosts motivation from day one. It's never too late to do this.
