Case Study · Brewing & Manufacturing

How MillerCoors Used Personalized Appreciation to Build Trust

From 30 leaders in 2012 to more than 550 team members, appreciation at MillerCoors became specific, personal, and practical.

Organization: MillerCoors
Industry: Brewing & Manufacturing
Challenge: Employee engagement, recognition & trust
Approach: Appreciation at Work Training + MBA Inventory

The Challenge

Engagement Needed More Than Traditional Recognition

MillerCoors operated in a fast-paced environment with aggressive goals and a large, diverse workforce.

Leadership wanted managers and teams to better understand how different people prefer to receive appreciation, and use that understanding to build stronger working relationships.

The Approach

How the Program Grew

30 leaders, one half-day

The initiative began in 2012 with a half-day workshop for 30 leaders, led by Dr. Paul White.

Across locations and divisions

From there, the program expanded across multiple locations and divisions.

550+ team members

Each received The 5 Languages of Appreciation in the Workplace and completed the MBA Inventory — down to the specific actions that mattered most to them.

Adapted to the individual

Managers used appreciation preferences to get to know their teams, and new managers had a clearer starting point for building trust.

In Their Words

A Sign the Culture Was Connecting

Cool to work for an organization that has the same values as I do.

A MillerCoors employee Responding to the initial training

The Results

What Early Feedback Showed

Instead of assuming everyone wanted the same kind of recognition, managers adapted appreciation to the individual — which also reinforced MillerCoors’ focus on diversity and inclusion.