Why Recognition in the Workplace Matters More Than You Think

Being recognized for something you’ve done or accomplished feels great! Sadly, recognition may not be as prevalent in the workplace as I believe it should. As leaders and managers, recognition is one of the most powerful tools we have to motivate and engage our teams. It can impact morale, productivity, performance, retention, and even customer satisfaction. So why don’t leaders recognize small and large accomplishments more often? I don’t know for sure, but I certainly have a few ideas…

Recognition and appreciation are both important

Recognition and appreciation are often used interchangeably. There are differences, and those differences don’t negate the fact that both are important and that employees want both. Recognition is about acknowledging and valuing people’s efforts and achievements; giving positive feedback based on results or performance. Appreciation is about acknowledging a person’s inherent value. On successful projects, there may be bumps and challenges along the way. The project or thing may not even be fully successful or have tangible results. As a leader, if you’re only focusing on positive outcomes (recognition), you are missing opportunities to connect with and support your team members (to appreciate them).

“Recognition is about what people do; appreciation is about who they are.”

–Mike Robbins, “Why Employees Need Both Recognition and Appreciation,” HBR November 2019

When employees are recognized, it reinforces positive behavior, fosters a sense of belonging, and can significantly boost morale. A “thank you” or public acknowledgment can make a huge difference in how someone feels about their work. In one of my roles, I voluntarily took on some work that was way outside my scope of responsibility. I was happy to do it and had a lot of fun. Once the project launched, the next day I had a hand-written note on my desk from our CEO. I was blown away!

A lack of recognition—or recognition that’s concentrated on just a few—can have the opposite effect. In another role, I had a manager for over a year, and never received any recognition, feedback, or appreciation from them, but many others did. It was quite demotivating and demoralizing. When employees don’t feel seen or valued or see the same colleagues being acknowledged repeatedly, it can lead to disengagement and even resentment. They may start to question the value they bring to the team, which can diminish their motivation and overall performance.

Tips from Mike Robbins outline a few simple ways to show your appreciation:

1. Listen - genuinely listen to the person
2. Tell people what you value about them - do this proactively not just when someone did something great (or if you want something from them). Why? This is a gift and can positively impact how your colleagues feel about themselves, your relationship with them, and team culture.
3. Check in - when people know how much you care, it makes a huge difference. Do this by asking how they are doing (and meaning it) and what is challenging for them right now.

A Good Way to Give Recognition: Be Specific, Actionable, and Timely

Giving recognition isn’t just about saying “good job.” Much like effective feedback, effective recognition is specific, actionable, and timely.

• Specific: General praise like “Great work!” may feel nice but doesn’t provide much value. Be specific about what the person did that stood out. For example, “Your ability to manage the client’s concerns during that presentation helped us secure the deal—your calm and clear communication really made a difference.”
• Actionable: Highlight the behaviors or actions that contributed to the success. This not only lets the person know what they did well. It also signals what kind of behavior is valued. When you recognize someone’s effort, you’re also setting an example for the rest of the team.
• Timely: Give recognition close to the event it relates to. If too much time passes, the recognition loses its significance. Call out great work as soon as you see it.

If you’re struggling to identify WHAT to recognize people for, perhaps try reflective recognition, as Christopher Littlefield wrote in his October 2022 HBR article “A Better Way to Recognize Your Employees.” First, invite them to share. Ask them what they are working on that they are proud of. Ask them what they want to be acknowledged for (to uncover what’s important to them). Ask about what they are working on that is exciting for them. And ask about the hardest part of their job and what they have done to navigate that. If they respond with nonspecific things like, “I don’t know,” this is an opportunity to do some positive probing with questions like: “How were you able to do what you did?” or “What did it take to make that happen?” or “What did you learn?”?

Then use this as an opportunity to reflect back what you heard. Something like, “I knew your project was amazing, but I had no idea about all of the things you did behind the scenes <insert a few specifics>. You’ve done all of this on top of your life outside work. This is so impressive. Thank you for everything you’ve been doing.”

Boosts to Individual, Team, and Company Performance

On an individual level, recognition helps employees feel valued and seen, which leads to increased job satisfaction, motivation, and productivity. People who feel appreciated are more likely to go above and beyond (increased discretionary effort), take ownership of their work, and stay engaged.

For teams, recognition strengthens relationships and fosters a collaborative culture. When team members see their peers being acknowledged for positive behaviors or accomplishments, it inspires them to replicate those behaviors. It also promotes a sense of fairness and inclusion, making the workplace a more positive environment.

At the company level, recognition contributes to better employee retention, higher morale, and a stronger organizational culture. A company that prioritizes recognition creates a workplace where people want to stay and thrive.?

Recognition is contagious—when people feel good about their contributions being recognized, they spread that positive energy to others, creating a culture of mutual support and respect.

Bringing Recognition Into the Workplace Culture

To build or reinforce a culture of recognition and appreciation, make it part of regular operations vs something that only happens during annual reviews or company meetings. Encourage peer recognition. Ensure recognition is timely. Use different channels like team meetings, Slack/Teams channels, and even handwritten notes. Be sure to find out what forums resonate with people on your team so you don’t accidentally cause anxiety or stress with your chosen recognition channel. Tie recognition to company values and what is important to your organization.

When employees know their contributions matter, they’re motivated to perform better and stay engaged. So, let’s make recognition a priority!

?? How do you recognize the great work your team does? Share your thoughts on recognition strategies or stories of how recognition has made a difference for you in the comments.

#WorkplaceRecognition #EmployeeEngagement #LeadershipDevelopment #EmployeeAppreciation