The 5 Languages of Appreciation in the Workplace Quotes

“Steven Covey, author of the bestselling The 7 Habits of Highly Effective People, feels so strongly about people’s need for appreciation that he states: “Next to physical survival, the greatest need of a human being is psychological survival, to be understood, to be affirmed, to be validated, to be appreciated.”1”
― Gary Chapman, The 5 Languages of Appreciation in the Workplace: Empowering Organizations by Encouraging People

“The impact of appreciation on staff turnover is dramatic: • 79% of employees who leave their jobs voluntarily cite a lack of appreciation as a key reason for their leaving.30 • 66% of current employees report they would quit if they felt unappreciated.31”
― Gary Chapman, The 5 Languages of Appreciation in the Workplace: Empowering Organizations by Encouraging People

“For individual organizations the cost of replacing employees has been estimated to be:29 • 30–50% of annual salary for an entry-level employee • 150% of annual salary for mid-level employees • 400% of annual salary for high-level or highly specialized employees.”
― Gary Chapman, The 5 Languages of Appreciation in the Workplace: Empowering Organizations by Encouraging People

“The cost of replacing employees is often cited as the #1 nonproductive cost for businesses and organizations. “Labor turnover is one of the most significant causes of declining productivity and sagging morale in both the public and private sectors.”
― Gary Chapman, The 5 Languages of Appreciation in the Workplace: Empowering Organizations by Encouraging People

“Managers and employers need to realize that money isn’t a great motivator. Your business or organization is at risk of losing quality team members if your staff doesn’t feel appreciated by supervisors and coworkers.25 Most supervisors are not aware of this fact, and thus they focus more on the power of financial benefits to retain employees.”
― Gary Chapman, The 5 Languages of Appreciation in the Workplace: Empowering Organizations by Encouraging People

“Employee engagement has been defined as “the emotional commitment the employee has to the organization and its goals.” This emotional commitment means “engaged employees actually care about their work and their company.”
― Gary Chapman, The 5 Languages of Appreciation in the Workplace: Empowering Organizations by Encouraging People

“some well-meaning individuals have taken the appreciation emphasis to the extreme of having a goal of “making everyone happy.” As professional counselors, we can easily assert that this is, and will be, a failing endeavor. Why? Because no one can make someone else happy. Even if our focus is narrowed to helping people “feel good,” attaining this goal will also fail. We know that our feeling responses are essentially a result of whether our expectations are met in real life. If they are met, we are pleased; if they are not met, we become frustrated, angry, or disappointed. Although we can assist people in learning to adjust their expectations more closely to reality, no one can make anyone else feel anything.”
― Gary Chapman, The 5 Languages of Appreciation in the Workplace: Empowering Organizations by Encouraging People

“When leaders actively pursue teaching their team members how to communicate authentic appreciation in the ways desired by the recipients, the whole work culture improves. Interestingly, even managers and supervisors report they enjoy their work more! All of us thrive in an atmosphere of appreciation.”
― Gary Chapman, The 5 Languages of Appreciation in the Workplace: Empowering Organizations by Encouraging People

“Recognition is largely about behavior. “Catch them doing what you want and recognize it,” the books say. Appreciation, conversely, focuses not only on performance but also affirms the employee’s value as a person. Recognition is about improving performance and focuses on what is good for the company. Appreciation emphasizes what is good for the company and good for the person (which may sometimes mean helping them find a position that is better for them than their current role).”
― Gary Chapman, The 5 Languages of Appreciation in the Workplace: Empowering Organizations by Encouraging People

“Steven Covey, author of the bestselling The 7 Habits of Highly Effective People, felt so strongly about people’s need for appreciation that he stated: “Next to physical survival, the greatest need of a human being is psychological survival, to be understood, to be affirmed, to be validated, to be appreciated.”
― Gary Chapman, The 5 Languages of Appreciation in the Workplace: Empowering Organizations by Encouraging People

“The all-important ingredient is Individualization.”
― Gary Chapman, The 5 Languages of Appreciation in the Workplace: Empowering Organizations by Encouraging People

“Because each of us wants to know that what we are doing matters. Without a sense of being valued by supervisors”
― Gary Chapman, The 5 Languages of Appreciation in the Workplace: Empowering Organizations by Encouraging People

“Once you have formulated your own statement of affirmation, read it several times until you feel comfortable expressing it verbally. Then look for an opportunity to verbally affirm a co-worker by focusing on one of their character traits. For some individuals, this is thte dialect that speaks most deeply to their need to feel appreciated.”
― gary chapman & Paul White, The 5 Languages of Appreciation in the Workplace: Empowering Organizations by Encouraging People

“If you cannot remember the last time you affirmed one of your collegues by words of affirmation that focused on his or her personality, let us encourage you to conciously look for their positive personality traits. Within the next two weeks, verbalize affirmation for a positive trait you observe. For some people, this is the primary way that they feel affirmed.”
― gary chapman & Paul White, The 5 Languages of Appreciation in the Workplace: Empowering Organizations by Encouraging People

“While we agree with and support the need for workers being held accountable for their responsibilities, we also believe that collegiality in the workplace, helping one's team members, leads to more successful organizations. When our focus is on getting ahead personally or reaching one's goals, regardless of the impact on others, internal tension often sabotages growth. True leadership requires a willingness to serve others, either one's customers or one's collegue.”
― gary chapman & Paul White, The 5 Languages of Appreciation in the Workplace: Empowering Organizations by Encouraging People

“A healthy work environment will be characterized by a number of factors. Including - Quality team members, effective communication skills and procedures set in place to facilitate regular communication, trusting relationships, common vision and goals among team members, standardized processes and procedures including standards to be met and on-going monitoring of performance, healthy methods for correction and conflict resolution, clear lines of responsibility, including accountability and rewards for results. the more these characteristics exist in an organization, the more likely the organization will meet its goals and the team members will enjoy their work.”
― gary chapman & Paul White, The 5 Languages of Appreciation in the Workplace: Empowering Organizations by Encouraging People

“Recognition is largely about behavior. “Catch them doing what you want and recognize it,” the books say. Appreciation, conversely, focuses on performance plus the employee’s value as a person. Recognition is about improving performance and focuses on what is good for the company. Appreciation emphasizes what is good for the company and good for the person (which may sometimes mean helping them find a position that is better for them than their current role). The relational direction of recognition is top-down, coming from leadership.”
― Gary Chapman, The 5 Languages of Appreciation in the Workplace: Empowering Organizations by Encouraging People

“When relationships are not nurtured by a sense of appreciation, the results are predictable:   • Team members will experience a lack of connectedness with others and with the mission of the organization.   • Workers will tend to become discouraged, feeling “There is always more to do and no one appreciates what I’m doing.”   • Often employees will begin to complain about their work, their colleagues, and their supervisor.   • Eventually, team members start to think seriously about leaving the organization and they begin to search for other employment.”
― Gary Chapman, The 5 Languages of Appreciation in the Workplace: Empowering Organizations by Encouraging People