Feeling seen, heard, and appreciated differs from person to person. Just as people have unique thinking preferences, they also have unique ways in which they like to be appreciated for a job well done. The nuance of understanding how an individual feels valued in the workplace is the journey you take with your employees – a road that leads to better communication and your employee feeling appreciated for their work.
Applying the 5 Languages of Appreciation at Work is an ongoing journey. Often the differences between how we feel valued can make it seem like we are speaking different languages. Simply asking the right questions can mitigate these differences and build a deeper understanding of your team and wider organisation. Use this knowledge to foster a workplace culture that sees its people for who they are, rewards them in the way that matters to them, and, in turn, yields better performance results.
The Basis of Holistic Appreciation? Understanding.
Effective appreciation is based on recognising the diversity of thinking styles. Integrating the 5 Languages of Appreciation with Whole Brain® Thinking provides a holistic approach. Understanding the way in which your employee or team member prefers to be appreciated in the context of their unique thinking style fosters a deeper understanding and appreciation.
Appreciation as a Team Effort
Going beyond top-down recognition, appreciation is also a collective effort. To truly create a culture of appreciation all co-workers should play a part. Sincere and genuine appreciation can be the highlight of someone’s day, even their week. The flow on effects of good sentiments shared should not be underestimated. Gratitude expressed in someone’s preferred way of thinking will have a tangible effect on any organisation. Employee satisfaction, team morale and productivity all improve in such situations.
How Does Understanding Whole Brain® Thinking Aid Your Ability to Provide Effective Appreciation?
When expressing appreciation, it’s crucial to ensure that your gestures resonate with your co-workers, as otherwise, they may not feel genuinely valued. The challenge arises from the fact that you and your colleagues may be speaking different languages of appreciation.
The Whole Brain® Model, with its four-coloured thinking quadrants, becomes a valuable tool in bridging this gap. Each quadrant inherently tends to prefer specific forms of appreciation. Just as individuals demonstrate thinking preferences in one way, they might similarly prefer to receive appreciation or praise in a manner aligned with those preferences. Understanding these nuances fosters more meaningful and effective expressions of gratitude in the workplace.
The 5 Languages of Appreciation at Work
The five languages of appreciation are a concept created by Gary Chapman and Paul White in their bestselling book “The 5 Languages Of Appreciation In The Workplace: Empowering Organizations by Encouraging People”. This concept was derived from Chapman’s five love languages for romantic relationships. In the workplace, the context changes to appreciation rather than love. The relationships are interpersonal rather than romantic, and the interactions are between co-workers or between managers and employees.
Understanding and implementing the 5 Languages of Appreciation can significantly enhance workplace dynamics, especially in a sales-oriented environment. By aligning appreciation efforts with individual thinking preferences, sales teams can foster a more positive and collaborative atmosphere. Below is an explanation of how each language of appreciation connects to specific Herrmann quadrants, illustrated through a sales coaching example.
Acts of Service
The ‘Acts of service’ appreciation language takes the lead among Herrmann employees who thrive in the Blue (Analytical) and Red (Relational) quadrants.
An example of a double dominant HBDI profile with preference for analytical and relational thinking styles is shown at the left.
Acts of Service go beyond mere words, involving tangible actions to support and uplift colleagues. For individuals with a strong inclination towards logical thinking (Blue quadrant) and expressive, relationship-oriented communication (Red quadrant), this language holds profound significance.
An example of an act of service in sales coaching
In a sales context, envision a scenario where a team member in the Blue quadrant is struggling with data analysis for a critical client presentation. Recognising their preference for Acts of Service, a fellow team member steps in, offering assistance in organising and interpreting the data. This practical support not only aligns with their analytical thinking but also fosters a collaborative and supportive team environment.
Understanding and incorporating Acts of Service in sales coaching can be transformative in achieving targets and employee satisfaction. Whether it’s assisting with market research, providing data insights, or helping organise client meetings, these tangible gestures resonate strongly with individuals in the Blue and Red quadrants.
Quality Time
The primary language of appreciation for Herrmann employees thriving in the Green (Practical) and Yellow (Experimental) quadrants is Quality Time.
An example of a double dominant HBDI profile with preference for practical and experimental thinking styles is shown at the left.
This language, centered around focused attention and meaningful conversation, resonates particularly well with individuals who prefer organised and creative thinking in the Green and Yellow quadrants.
A sales coaching example of quality time
In a sales coaching context, consider a team member in the Yellow quadrant, known for their experimental and creative approach. Recognising their preference for Quality Time, a sales coach may schedule dedicated one-on-one sessions to brainstorm new ideas, explore innovative sales strategies, or simply engage in meaningful conversations about their professional development.
By acknowledging the significance of Quality Time, sales coaches can create an environment that caters to the unique thinking preferences of Green and Yellow quadrant individuals. This approach not only strengthens personal connections but also enhances collaboration and creativity within the sales team.
Words of Affirmation
The preferred language of appreciation for Herrmann employees excelling in the Yellow (Experimental) and Red (Relational) quadrants is Words of Affirmation.
An example of a double dominant HBDI profile with preference for experimental and relational thinking styles is shown at the left.
This language holds significant sway for individuals in the Yellow and Red quadrants, known for their conceptual and emotional thinking.
A sales coaching example
Imagine a scenario where a sales team member in the Red quadrant has just successfully closed a challenging deal. Understanding their preference for Words of Affirmation, a team leader takes the time to acknowledge and praise their exceptional relational skills, highlighting the positive impact of their emotional intelligence in building client relationships.
When striving to reach your sales goals, incorporating Words of Affirmation becomes a powerful tool. Recognising achievements, expressing appreciation for unique strengths, and providing positive feedback cater to the preferences of those in the Yellow and Red quadrants. This intentional use of language fosters a culture of encouragement, boosts employee satisfaction, and contributes to the emotional wellbeing of the team, ultimately leading to improved sales performance.
Tangible Gifts
Tangible Gifts emerge as the top language of appreciation for Herrmann employees excelling in the Yellow (Experimental) and Blue (Analytical) quadrants.
An example of a double dominant HBDI profile with preference for analytical and experimental thinking styles is shown at the left.
This language resonates strongly with individuals in the Yellow and Blue quadrants, renowned for their innovative and realistic thinking.
A tangible gift for a sales associate
Consider a sales team member in the Blue quadrant, known for their analytical prowess, who consistently provides data-driven insights that contribute to strategic decision-making. Recognising their preference for Tangible Gifts, a team leader might express appreciation by providing them with a valuable resource, such as a specialised tool or sales training program that aligns with their analytical thinking.
In the context of sales coaching, incorporating Tangible Gifts becomes a strategic approach to appreciation. For individuals in the Yellow and Blue quadrants, the tangible and practical nature of gifts aligns seamlessly with their thinking preferences. This personalised acknowledgment not only recognises their contributions but also enhances motivation, fostering an environment conducive to innovative thinking and realistic problem-solving.
Appropriate Physical Touch
The preferred language of appreciation for Herrmann employees excelling in the Red (Relational) quadrant is Appropriate Physical Touch.
An example of a single dominant HBDI profile with preference for a relational thinking style is shown at the left.
This language of appreciation involves considerate contact, such as high-fives or fist bumps, and resonates deeply with individuals who have a high preference in the Red quadrant, known for their supportive and expressive thinking.
A relational sales team member example
Imagine a scenario where a sales team member in the Red quadrant has successfully collaborated with their peers to overcome a challenging client issue. Recognising their preference for Appropriate Physical Touch, a team leader may offer a congratulatory high-five, acknowledging the collaborative effort and reinforcing a sense of connection within the team.
In the realm of sales coaching, incorporating Appropriate Physical Touch is about recognising the power of non-verbal communication. For those in the Red quadrant, these physical gestures serve as expressions of camaraderie and support, fostering a positive team dynamic. By understanding and respecting this unique language of appreciation, sales coaches can build a more cohesive and collaborative environment, ultimately leading to improved morale and enhanced sales performance among individuals with preference for the Red quadrant.
Best Practices in Showing Your Team Appreciation
1. Personalisation
Genuine gestures are key here. Take the time to understand your employees or coworkers and tailor your expressions of gratitude to fit each individual. Sincerity and connection are the outcomes of these learnings.
2. Beyond Words of Praise
While words of affirmation are commonly used, recognising that over half of employee’s value diverse types of appreciation are crucial. Understanding and applying various languages of appreciation can contribute to a more inclusive and effective workplace culture.
Speaking the Same Language
How To Achieve Higher Levels of Sales Performance by Speaking the Right Language
Curious about how understanding thinking preferences can elevate sales performance? Explore our comprehensive whitepaper here. Learn how incorporating the right languages of appreciation can enhance team dynamics, boost morale, and ultimately lead to better sales outcomes.
The five languages of appreciation are a concept created by Gary Chapman and Paul White in their bestselling book “The 5 Languages Of Appreciation In The Workplace: Empowering Organizations by Encouraging People”.
