5 Modern Ways to Show Appreciation (Going Beyond the Holiday Party)

For decades, recognition at work has been treated like a seasonal obligation—something we do “when there’s time,” often compressed into end-of-year celebrations. But emerging research from the Wharton School and the Center for Positive Organizations shows something your people have felt all along: specific, personalized appreciation has a measurable, compounding impact on performance, belonging, and psychological safety.

In fact, one Wharton study found that employees who received a single, individualized note of appreciation increased their output by more than 15% compared to peers who received none—despite having identical workloads. What’s more interesting is why: appreciation activates two critical neural pathways that drive motivation and engagement.

From a neuroscience standpoint, personalized appreciation boosts the release of dopamine, the reward neurochemical, while simultaneously calming the amygdala, the brain’s threat detector. This pairing creates what researchers call a “psychological lift”—a shift that increases motivation, enhances focus, and expands problem-solving abilities.

Put simply: appreciation isn’t a nicety; it’s performance science.

But not all appreciation lands. Generic praise, annual thank-yous, and scripted acknowledgements activate very little neurologically. What works is precision, personalization, and proximity to the work. That’s why the best leaders are turning toward more modern practices that feel authentic—and that people actually remember.

Here are five ways you can elevate appreciation in your team, right now:

1. The “Invisible Impact” Highlight

People rarely know the true ripple effect of their work. Each week, spotlight one team member and articulate one thing they do that no one sees and how it strengthens the business. This builds confidence, reduces burnout, and fosters identity-based motivation.

2. Micro-Notes of Appreciation

Short, specific messages sent in real time have 3x the emotional impact of a long thank-you in December. A Slack message. A handwritten card. A voice note. Keep it tight, personal, and timely.

3. Appreciation in 3 Dimensions

Acknowledge the person for their skill, effort and character or leadership behavior. Leaders who do this deepen belonging and reinforce what “great” looks like culturally.

4. Peer-to-Peer Spotlights

Create a quick mechanism where team members can nominate colleagues. Peer appreciation is more powerful than top-down recognition alone and builds durable trust across teams.

5. “What I Learned From You This Year” Reflection

This one always lands. Share one specific shift in your own leadership or thinking that came as a result of working with them. It humanizes you, elevates them, and reinforces mutual respect.

At the end of the day, appreciation matters because it strikes at the core of what every human wants at work: to feel seen, valued, and understood. In environments where pressure is high and the pace is relentless, this isn’t a “nice-to-have”—it’s the psychological scaffolding that keeps people grounded and motivated.

When people feel genuinely recognized, their sense of belonging increases, their resilience strengthens, and their willingness to stretch into hard things expands.

As you think about closing the year and stepping boldly into 2026, remember this: appreciation is one of the most cost-effective, high-impact leadership tools you have. When delivered with intention and precision, it elevates individuals, strengthens teams, and accelerates momentum—without adding a single line item to your budget.

Great leaders don’t wait for the holiday party. They build cultures where appreciation becomes a daily catalyst for performance, trust, and tenacity.

Leadership Practice

20 Minute Appreciation Reset

Here’s a simple practice to use this week:

1. Identify three people who carried something meaningful this year. Think beyond your usual go-to colleagues.

2. For each person, write one sentence for each of these prompts: what they did that mattered, why it mattered to the team or business, and what it revealed about who they are as a leader or contributor

3. Deliver it directly. In person or voice note if possible—tone matters. You’ll be shocked at how memorable this is for people.

4. Ask one follow-up question: “What recognition or support would feel meaningful to you as you head into 2026?” This deepens psychological safety and gives you clarity for next year.

5. Repeat this once more before year-end. Consistency builds culture—not the annual speech.

Author

Athena Williams, Founder and CEO of Tenacious Leadership Institute, has been supporting leaders worldwide to become more tenacious for over 20 years. She has found that tenacity is the key to sustained leadership success in today’s ever-changing world. Through her coaching and leadership development programs, she helps leaders expertly handle change, complexity and other challenges so they can quickly get better results for themselves, their teams and their organizations.

Take the first step to becoming a tenacious leader by scheduling a call with us.