Encouragement Costs Nothing — But Its Absence Can Cost Everything
Look around. You don’t have to look far to find someone who could use some encouragement. The world is tough. Jobs are difficult. There is always something lurking around the next corner to snatch the joy out of your work. People need to be picked up – often.
When I was leading full time, one of my favorite things to do was to find someone who had just done a great feat for the company, often in obscurity, and make a public proclamation of their success. They sometimes acted embarrassed, but almost every time I would hear from a colleague how much it meant to them. Thinking of this still brings a smile to my face.
That’s because one of the most important jobs of a leader is also one of the easiest to overlook: encouragement.
Every day, leaders compete for the hearts and minds of their people. The minds usually stay longer than the hearts because employees still need a paycheck, benefits, and security. But once the heart leaves the job, disengagement begins. Productivity drops. Creativity fades. Commitment weakens.
Eventually, the employee either physically leaves or mentally checks out long before they resign.
This reality is especially important with young employees.
Early-career professionals are often filled with ambition, insecurity, and a deep desire to know whether they matter. They are constantly evaluating whether their work has purpose, whether they are growing, and whether anyone notices their effort. A young employee who feels unseen will eventually stop giving discretionary effort. On the other hand, one encouraging conversation from a respected leader can fuel months of motivation.
The remarkable thing is that encouragement costs absolutely nothing.
A leader does not need an open management position or a large compensation budget to change someone’s trajectory. Personal recognition can be extraordinarily powerful, particularly when promotions are deserved but temporarily unavailable. A sincere conversation that says, “You are doing outstanding work,” or “You have a bright future here,” can keep a person emotionally connected to the organization during seasons when tangible rewards are delayed.
Great leaders understand that recognition is not manipulation. It is stewardship. People want to know that their sacrifices, long hours, and contributions matter.
Research strongly supports this idea. According to Gallup, employees who receive meaningful recognition are more engaged, more productive, and more loyal to their organizations. Gallup has also found that recognition significantly strengthens employees’ connection to company culture and overall workplace engagement. (Gallup.com)
Similarly, research from O.C. Tanner Institute found that organizations investing intentionally in employee recognition saw engagement levels rise substantially. Their studies consistently show that employees value authentic appreciation nearly as much as compensation growth because recognition communicates respect, significance, and belonging. (octanner.com)
In many organizations, leaders mistakenly assume employees already know they are appreciated. That assumption is dangerous. Frankly, these leaders do not deserve the role. Silence is rarely interpreted positively. Most employees, particularly younger ones, interpret silence as indifference.
Encouragement does not require grand speeches. Often, it is delivered in small moments:
- A handwritten note
- A public acknowledgment in a meeting
- A quick phone call after a difficult project
- A senior leader remembering someone’s name
- A mentor saying, “I believe in you”
Those moments stay with people for years.
Many leaders underestimate how deeply their words carry weight. A young employee may forget your strategy presentation, but they will remember forever that you noticed them, believed in them, and spoke life into their career when they were uncertain about themselves.
The strongest cultures are not built merely on compensation plans or organizational charts. They are built on human connection.
And encouragement is one of the most powerful leadership tools ever created.