Why Appreciation at Work Matters More Than You Think

Recognition isn’t a soft skill—it’s a strategic lever for engagement, motivation and team cohesion.

Your Team Might Feel More Unseen Than You Think

Ask most public sector employees what’s missing from their work culture, and it won’t just be pay or resources.

It’s appreciation.

Not the token kind—the supermarket doughnuts or automated emails. But real, intentional recognition for effort, contribution, and character.

In our Public Sector Engagement Insights Report, we found one stat that stood out:

Recognition has a 0.72 correlation with feeling valued – the highest of all factors measured.

That means the more someone feels appreciated, the more likely they are to feel genuinely valued at work.

It sounds simple—but it’s not something many managers are equipped to do well.

The Appreciation Gap: What Your Team Isn’t Telling You

Most teams don’t complain about a lack of appreciation directly. They say things like:

• “I’m not sure my work’s really noticed.”
• “Morale’s low and I don’t know why.”
• “They need to be more positive and appreciative of the hard work the team does.” – Public sector employee, Strengthify insights

We call this the Appreciation Gap—where leaders think they’re showing gratitude, but the message isn’t landing.

And when that happens, teams slowly disengage.

In sectors like the NHS, higher education, local government, and charities—where people give a lot—this gap can feel especially demoralising.

But there’s good news: closing the gap doesn’t require big budgets. Just better awareness, tools, and intent.

Most Recognition Fails Because It’s Generic or Delayed

Recognition doesn’t work if it’s:

• Vague: “Good job” isn’t enough. What specifically was good?
• Impersonal: Group praise often misses individual contribution.
• Infrequent: Saving it for annual appraisals means missing daily wins.

That’s where a strengths-based approach makes a difference.

When managers and teams understand what energises each person—and what great performance looks like for them—recognition becomes relevant and motivating.

“The workshop made it more clear as to how to apply each person to achieve full potential.”
Team member, Strengthify Discovery Workshop

What Strengths-Based Recognition Looks Like in Practice

At Strengthify, we help public sector teams move from generic praise to meaningful appreciation through:

Understanding What Deserves Recognition: We equip managers to spot everyday moments that matter—not just big wins, but strengths in action.

“Adopting this approach should have a positive effect on our team and help staff feel more engaged and productive in their roles.”
Team member, Strengthify workshop

Giving Feedback That Lands: Through our Management Development Programme, leaders learn how to give specific, constructive and strengths-based recognition that builds trust and motivation.

Building Appreciation Into Team Culture: Our Team Workshops support teams in learning how to notice and name each other’s strengths—making appreciation a shared habit, not just a top-down task.

Real Conversations Shift Culture

In one Discovery Workshop, a team member shared:

“I think our team needed that. It’s easy on a personal level, and as a team, to continually focus on what people can’t do and it can lead to toxic working environments.”

That insight alone reshaped how the team approached feedback and collaboration moving forward. It also highlights something many managers miss:

Appreciation isn’t just about morale—it’s about clarity, safety and long-term engagement.

Read more about this in our blog How to Prevent Team Burnout.

Recognition in the Public Sector Isn’t a ‘Nice-to-Have’

Research backs this up:

• Gallup reports that employees who feel recognised are 4x more likely to be engaged at work.
• In our own analysis, teams that experience strengths-based appreciation show improved collaboration, retention and job satisfaction.
• The CIPD’s Learning at Work 2023 report also highlights recognition as a top factor influencing long-term behaviour change post-training.

Want more data? Read How to Drive Team Engagement and Reduce Burnout.

Ready to Close the Appreciation Gap?

You don’t need a new system—just a shift in mindset.

Through our workshops, training and ongoing support, we help public sector leaders and teams:

• Understand how their strengths show up at work
• Give and receive feedback that builds confidence
• Create cultures where appreciation becomes a shared daily habit

Want to Make Work Feel Better and Work Better?

Here’s where to start:

Explore our Discovery and Team Workshops

Learn more about the Management Development Programme

Contact us to discuss a tailored session for your team