PEER APPRECIATION

As someone who values PEER APPRECIATION, genuine gratitude is a powerful force. This motive is part of the Significance Domain, which acknowledges the human need to be noticed and valued, even (or especially) in professional spaces. You are fueled by recognition and by constructive feedback from your peers. The kind of appreciation that nurtures you most may be public recognition, or a private thank-you; or you may feel most appreciated when someone gives you their time or requests that you join their project or team. However you most meaningfully receive it, constructive feedback helps you focus confidently on your strengths and daily tasks, especially when the source is a fellow collaborator or someone you admire. On the Motives Circumplex, the Significance Domain is next to the Personal Connection Domain. Displays of gratitude help you feel connected to your work and your peers, and this connection enhances your wellbeing. Your motivation may fail if you feel your presence or your contribution is taken for granted or viewed as insignificant. You want to positively contribute at work and appreciation signals to you that you’re doing a good job, and that you are adding value to the people you work with. You thrive in a work dynamic where it is normal to show appreciation and gratitude for what everyone brings to the table and who they are. This doesn’t mean you can’t work solo, but if and when you do, having an outlet to share your work and experience with others in your field helps to keep you motivated. If you work for yourself but have clients, client appreciation may help meet this need.

You feel this motive being met when…

+ Those around you genuinely appreciate each other’s contributions and are mindful about actively expressing gratitude.

+ You feel seen and appreciated for who you are and for what you bring to the table.

+ You feel valued by the people with whom you work.

This motive is at risk when…

– Your efforts frequently go unacknowledged, or the work you do is taken for granted.

– You feel invisible or insignificant at work.

– Your work environment is extremely competitive or individualistic to the extent that colleagues are reluctant to appreciate each other’s strengths, contributions, and/or what one another bring to a project or task.

– Your peers do not show appreciation for your effort or accomplishments, whether they feel appreciation or not.

A Work Wellness Check-In for PEER APPRECIATION

Do I express appreciation for my team, and/or my work peers or clients? Do I experience reciprocal gratitude and appreciation?
Do the people in my workplace acknowledge each other, or are we preoccupied with the day-to-day grind?
Do I appreciate myself in my work life, and show myself appreciation, validating my experience of effort and success? Do I celebrate my small victories?
What would I say my greatest contributions are at work? Not just what I do, but also who I am and how that may positively affect others? Do my peers notice and appreciate what I bring to the table? If not, how can I appropriately make others aware?

Do I feel recognized and appreciated by peers or colleagues for who I am, and not just what I do? How much does this matter to me?
When was the last time someone at work or in my field expressed thanks or appreciation for me? When was the last time I expressed appreciation to others?
Am I generous with my gratitude? Why or why not? Are others?
Do I work as part of culture where people tend to look more for the good in others or the worst? How can I be an agent of change and share more of the good I see and appreciate in others to influence the culture or relationship dynamics?
Can I tell my manager or coworkers that I would like more feedback? When I do receive feedback, is it generally constructive or destructive?

Is showing or expressing gratitude something people are comfortable with at work? Is gratitude misinterpreted or viewed as indulgent or soft or thought of as too emotional?
If I asked my colleagues what they appreciate most about one another, would they be able to answer? Am I able to answer?
On a scale of 1-10, how appreciated do I feel by those with whom I work? (1 = no one sees or appreciates me; 10 = I regularly and consistently feel valued and appreciated by clients or peers) How do I feel about my answer?
Do I feel this motive carries judgement in my workplace? Do I find myself ignoring my need for PEER APPRECIATION because others dismiss it?
How do I prefer to receive appreciation? Do I like public recognition or private? Is treating me to lunch or a small gift to show thanks for helping support a peer what I would prefer or would offering to help support me in my work or some mentoring time be more meaningful?
Do I know how my work peers prefer to receive appreciation? If not, could I ask and share my preference as well? Do I take the time to try and customize my appreciation when possible based on the person instead of assuming everyone is the same?
When work peers share appreciation, do they tend to share how actions made a meaningful impact on them personally? If not, is this a trend I could start so that people understand the positive impact they make, which tends to grow feelings of being valued and appreciated?
If my company or team struggles to meet the needs of the PEER APPRECIATION motive, or if I typically work alone, am I able to solicit feedback from, and/or cultivate friendships with, fellow industry professionals, perhaps outside of my usual place of work?