Golden Foundation of Appreciation (or is it a carrot?)
I’ve no idea, either!
At 7:31am on 11th August 2025, I received an email with the subject ‘Celebrating 10 Years of Excellence’.
First thought: gosh, it has been ten years, hasn’t it?
Second thought: how lovely of 'them' to remember.
Who has been so thoughtful?
As I looked at the email signature, the sender name and the attached certificate, nobody I knew directly. Actually, not even a named person other than on the certificate. It all looks like an automatic system-generated notification.
I love technology, I love finding ways, whether manual or technological, of streamlining, making life more efficient. This is an example of automating recognition of length of service.
Yet I feel sad. The email didn’t come from a person. Nor was it sent to anybody in the leadership team that might then make it an in-person, personal appreciation that would feel more special.
What should have been
Here was a genuine opportunity to connect with me as a person, recognise my service in a humanistic way. Whilst I dislike major productions of display for recognition or appreciation, a personal touch would have meant something.
'A carrot a day'
Experts in the area of employee recognition talk about recognising behaviours, supporting organisational values. Additionally, questions employees have that 'Carrot Principle' managers aim to answer to encourage engagement:
- What’s important around here?
- How can I make a difference?
- What’s in it for me when I do make a difference?
None of these are addressed in my 'golden' shower of appreciation. Excellence sounds great, yet I wonder what is actually being recognised. This seems to be a standard appreciation, impersonal, unspecific.
When appreciation backfires
Unfortunately, the intention behind this backfired, and I feel saddened by this approach to providing a ‘Golden Foundation of Appreciation’ (do not ask me where this concept came from, other than paraphrasing the certificate).
The token gesture doesn’t equate to the meaning and contribution over ten years. I’m left feeling it would have been better not to bother with this ‘appreciation’. Glad I'm intrinsically motivated, although that becomes challenging when that isn't appreciated.
Reflections through a Deming lens
This isn’t just about one email — it’s about a system that treats appreciation as a process step rather than a human connection.
It wouldn't be me if I didn't reflect on this scenario in the context of Dr Deming and System of Profound Knowledge.
I am part of a system, my contributions have an effect across and beyond this (positive, I hope). Equally, I am an individual person, not one to receive the exact same message of appreciation as every other employee. There's the variation piece, plus theory of knowledge and psychology also being teased.
Tick box exercises, misjudged but who can blame anybody when they know no better?!
If we truly understood variation, psychology, and purpose, perhaps we’d send fewer automated thank-yous — and have more genuine moments of appreciation.
References
- Deming WE. The New Economics. Cambridge (MA): MIT Press; 1993.
- Gostick A. A Carrot a Day: A Daily Dose of Recognition for Your Employees. Salt Lake City (UT): Gibbs Smith; 2004.
- Gostick A, Elton C. The Carrot Principle: How the Best Managers Use Recognition to Engage Their People, Retain Talent, and Accelerate Performance. New York (NY): Free Press; 2007.
