When was the last time you truly thanked someone on your team—beyond a quick “thank you so much!” or a two-sentence shout-out in a meeting?

If you’re like most of us, it’s probably been a while. We all know that appreciation is essential.* But in the swirl of meetings, deadlines, and shifting priorities, meaningful praise often slips quietly to the bottom of our to-do list.

Good news: we’ve got you. Below are five of our favorite simple, unexpected, and surprisingly powerful ways to show appreciation. They’re free, they’re human, and—best of all—they strengthen the sense of Known, Matter, and Included that fuels every thriving workplace culture.

Ready to make your team feel genuinely valued?
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1. Talk them up.

Every person on your team has strengths, wins, and quiet contributions that rarely make it beyond your department. Maybe someone solved a tricky problem with creativity, became the go-to person for a recurring issue, or consistently stayed late to help the team succeed.

Share their excellence with someone outside your department. Tell a peer or another leader what this person did—and then ask that leader to reach out and let your team member know how they heard about their great work.

It can be as simple as:
“Hey, I heard you knocked it out of the park on the product rollout. Work like that inspires me and my team.”

You’ll be amazed at how meaningful it is for people to know that others in the organization know who they are, see their effort, and value their contribution. That’s what it means to show someone their work truly matters.

Want to uplevel your leadership? Ask managers in other departments who on their teams could use some outside recognition—and then you reach out and appreciate them. This is how cross-departmental appreciation becomes part of the culture.
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2. Get curious about their aspirations.

It may not immediately feel like appreciation, but taking time—real time—to learn about your team’s broader world is one of the most powerful ways to show you value them.

Not sure what their aspirations are? Just ask. You can say something like:
“I realized I don’t know much about what you want beyond the amazing work you do here. I’m so grateful for how you support our team’s goals, and I’d love to learn what you’re working toward so I can support you too.”

Sometimes what you learn will reveal simple ways you can support them: connecting them with a person, a group, an opportunity, or even just cheering them on from the sidelines. But the real gift is your presence—your willingness to listen without agenda. That alone communicates deep appreciation.
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3. Send a video thank-you note.

Everyone loves a heartfelt thank-you note. Now imagine receiving one… but hearing your leader say it in their own voice.

It takes the same amount of time to record a 20-second video or voice memo as it does to write an email—but the emotional impact is dramatically stronger.

There’s no perfect format. Text it, email it, drop it into Teams or Slack—whatever is easiest.

And if you’re willing to play a little? Use a prop. Hold up your cat (“Even Fluffy is grateful for your presentation magic!”). Flash handwritten notes. Go slightly outside your comfort zone. Creativity makes your gratitude unforgettable.
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4. Support their personal passions.

Everyone on your team has a life filled with passions outside of work. Take a few minutes to brainstorm how you might support them in the things they love.

It could be:
• A gift card for an online baking class
• A woodworking book
• Permission to block two hours one afternoon to work on a passion project

Don’t know what they’re into? Ask. (See #2.)

You don’t need money or grand gestures for this to land. When you show interest in what they care about beyond the office walls, people feel known—and deeply appreciated.
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5. Share your network.

This might be the most underrated and generous gift you can give.

If you know someone who could help your team member—professionally, creatively, or personally—offer to make an introduction or set up a quick virtual coffee. It could be a mentor, a subject matter expert, someone who shares their passion, or a connection who might open a new door for them.

Many managers hesitate because they fear losing great employees. But here’s what we’ve learned over decades of culture work:

People rarely leave leaders who invest in their growth.
And if they do eventually find a better fit, they leave as advocates—spreading the word about the kind of leader you are. That energy attracts top performers to you over time.

Your network took years to build. Sharing it communicates, “I believe in you. I’m invested in your success. You matter.”
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If you still feel like you need a tangible gift…

A generic gift can make people feel, well… generic. If you’re going to spend money, make sure it’s personal.

Maybe they love Earl Grey. Maybe their dog would adore a new toy. Maybe their kids would be thrilled with a particular book. The price doesn’t matter—thoughtfulness does.

Some of our favorite meaningful-yet-simple gifts leaders have given or received:
• Sparklers (because “you help our team sparkle”)
• Fun socks
• Stabilo markers (Crayola crayons for adults)
• Magnets with uplifting quotes
• A Daruma doll (symbol of resilience and accomplishments)
• A pet rock (yes—always a hit)

Whatever you choose, name it for what it is: a token of appreciation. That keeps the gift from implying a dollar value on someone’s worth.

Our favorite idea of all?
Gather appreciation from their peers. Ask your team to email you a few sentences about what they appreciate about one another, and turn that into something tangible—a certificate, a jar of notes, a printed card. Small, simple and immensely meaningful.

We appreciate you—who you are as a leader, and your commitment to creating meaningful moments of connection and recognition. You are the difference-maker, truly. Thank you for taking the time to consider powerful ways to value your team.

Here’s to meaningfully acknowledging and appreciating your people.

*Research shows that genuine interest and appreciation are the strongest drivers of employee engagement, and 79% of employees cite lack of appreciation as a key reason for quitting. —HBR, OC Tanner

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