In his work with schools and other workplaces, psychologist Paul White has learned that many programs designed to appreciate employees fall flat because the appreciation is too generic or involves something the employees don't want (such as getting up in front of a group). Effective appreciation is (1) offered regularly, (2) valued by the recipient, (3) personal and individualized, and (4) authentic. The best appreciation programs empower employees to encourage and praise one another in ways that are meaningful to each individual. Some people respond well to words of praise; others like it when their colleagues spend time with them or offer to help them out when needed. White argues against trying to implement a "top-down" program to encourage employee appreciation. Instead, a program that offers training and resources staff can use if they wish is more likely to be beneficial. Often, a few champions will support the effort, and others will gradually come on board as they see its positive effects.