According to a study by the HAAS School of Business at UC Berkeley, when people are recognised for their work, they are 23% more effective and productive compared to those not receiving recognition. People who feel valued and appreciated by their manager and team are 43% more effective and productive – delivering nearly twice the impact. That’s the quantifiable value of appreciation.In the present climate, as wellbeing in the education sector continues to spiral downwards, we may well feel underappreciated by key stakeholders, including government and some parents. However, if we feel appreciated in our workplace by leaders and colleagues, this can give a huge boost to our wellbeing and mental health.Appreciation makes us feel good – it’s a physiological reaction which creates that feeling, the hypothalamus releases dopamine, the ‘feel-good’ neurotransmitter. Appreciation has a very positive effect on a person’s wellness – it can improve sleep habits, increase metabolism, and reduce stress.As a contributor to improved employee wellbeing, appreciation also directly impacts work habits – improved teacher engagement means greater productivity and more effective performance, which all go towards improved student outcomes.Creating a culture of appreciation is one course of action that school and college leaders can take that will deliver long-term improvement.Appreciation mattersThe impact of appreciation goes even further, with staff developing a stronger sense of belonging, loyalty and commitment. It increases their sense of value and promotes positive behaviours. Employees who are authentically and specifically thanked for their efforts or praised for their performance, report higher levels of engagement in their work and increased motivation to collaborate with their colleagues.Developing a culture of appreciation, builds a better work environment, where staff can do their best work and are more likely to stay. It also:Increases employee satisfaction and moraleDecreases absenteeism and reduces costs associated with coverImproves employee retention and reduces recruitment needs and costsImproves teaching and learningPromotes more effective communicationImproves co-operation and collaborationReduces undesirable emotions, for example, perceptions of injustice.Top tips for creating a culture of appreciationCreating a culture of appreciation takes deliberate, consistent effort. Here are 6 steps to help leaders take action:1. Be authenticMany people have the innate ability to distinguish between authentic and tokenistic appreciation. Genuine appreciation and acknowledgement of hard work can go a long way in boosting morale amongst faculty and staff, while insincere appreciation often falls flat.Recognise the individual’s contribution and be grateful for the time and effort they put in to accomplish it. This means it must be personal and specific – it can’t be general or vague. ‘Thanks for all you do’, will not illicit the same response as a statement of thanks that includes exactly what that person did and why you appreciate it. ‘Thanks for the way you planned and organised the event last week. We received fantastic feedback on its success and the students had a wonderful experience. This wouldn’t have been possible without you.’2. Make appreciation a daily habitWhile formal recognition programmes have their place, small gestures of appreciation create wider ripples. Where it is communicated in the moment, while it may be unexpected, it is likely to be highly effective. Embedding this type of praise into each day and catching multiple people ‘doing things right’, helps it to become part of the daily life and the culture.Set a goal of catching at least one person doing something right each day and ideally show your appreciation in person – failing that, a handwritten note as a backup is much better than an email. Ensure you include support staff and non-teaching staff so everyone feels included.3. Provide focused training for all lead...

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