Show People They Matter

Have you ever put extra effort into something important, only to wonder whether anyone noticed? Have you ever failed to recognize someone else’s contribution?

You weren’t expecting an award. But imagine how you would feel if someone noticed your effort and told you the difference it made. The people around us want that same assurance—that what they do matters.

It took me years as a leader to understand the importance of positive feedback—and learn to deliver it in a way that created connection.

I often heard people say, “They get paid to do their jobs. Why should we make a big deal out of it?”

I didn’t necessarily agree. I recognized the importance of appreciation. But I didn’t understand how much difference the way I expressed it could make.

I thanked people for their contributions and told them when they performed well. Too often, though, it was perfunctory. “Good job.”

“Thanks for getting that done.”

Then I moved on to the next task.

I had read Ken Blanchard’s The One Minute Manager and understood the importance of recognizing people doing something right. Yet my approach was still too antiseptic. I was acknowledging completed work without connecting with the person who had done it.

When I began appreciating the person behind the achievement, everything changed. Trust improved, engagement increased, and the culture began to shift.

“Good job” was a start. But consider the difference in saying:

“I appreciate how you consistently go the extra mile. You stayed with this until it was resolved, and that meant the rest of the team could move forward. Your commitment makes a difference.”

Now the person knows what I noticed, why it mattered, and what I appreciate about them.

The task gave me an opportunity to recognize the care, persistence, or initiative they brought to it.

My feedback became personal because I had taken the time to see their contribution.

Earlier this week, we explored three things people want from their work: to see their growth, to know their contribution matters, and to know someone cares.

Thoughtful appreciation helps people experience those needs being met. We can recognize their progress, explain the difference they made, and demonstrate that we noticed them.

That is how positive feedback builds connection. It gives someone a reason to believe our appreciation is sincere.

Don’t stop at acknowledging the achievement. Appreciate the person who made it possible.

Who in your organization is quietly making a difference without hearing that you notice?
Does your feedback explain what you appreciate about the person and why their contribution matters?
Who could benefit from being caught doing something right today?

Today, and every day this week, find at least one person to appreciate specifically. Tell them what you noticed, the difference it made, and what it reveals about the strengths or character they bring to the team. You may lift their confidence and renew their energy. You may feel more energized yourself.
And you will be building the meaningful connections on which trust grows.
Make sure someone leaves that conversation knowing: “My contribution matters, and I am appreciated.”