Recognizing and Rewarding Team Efforts During Change

Ra ra doesn’t drive performance. Most leaders think they’re nailing recognition. They say: "Great job, team!" "Appreciate the hard work!" But here’s the truth: Generic praise doesn’t stick. It’s forgettable. It doesn’t motivate. And it certainly doesn’t drive performance. Why? 🚫 No specifics – People don’t know what they did well, so they can’t improve or repeat it. 🚫 It feels routine – When recognition sounds the same every time, it loses its impact. 🚫 It skips the ‘how’ – Effort, problem-solving, and resilience go unnoticed. 🚫 It’s impersonal – People feel valued when they’re seen, not when they’re lumped into a group. So, how do you fix this? ✅ Be specific and direct – Say exactly what stood out. "Your insights in that meeting helped us refine our approach - thank you for speaking up." ✅ Recognize the process, not just the results - Effort matters. Acknowledge persistence, creativity, and problem-solving, not just the final win. ✅ Make it public when possible - Celebrate people in front of their peers. It reinforces a culture of appreciation. ✅ Encourage peer recognition - Top-down praise is good, but recognition from colleagues builds stronger teams. ✅ Make it personal - Know what lights people up. Some thrive on public praise. Others prefer a private note. Know what motivates your team. Recognition isn’t about hype and cheerleading. It’s about reinforcing the behaviors and making people feel valued in a way that actually drives performance. If your praise isn’t driving behavior, it’s not recognition - it’s noise, and it’s time to rethink how you do it. #leader #team #recognition #highperformance

Throwing money at your team won't retain top talent. These 15 ways to show gratitude will. Most leaders wait for big milestones to show appreciation. But team members are most engaged when they feel valued every day. The difference between a good leader and a great one is down to the little things: 1. Brag about team members' best characteristics.  ↳ Don't just acknowledge. Bring up their virtues like perseverance or kindness. 2. Create time for individual growth. ↳ Dedicate resources for personal learning or courses that align with their passions. 3. Create custom gratitude rituals. ↳ Tailor rituals for gratitude, like a personalized thank you message for each team member. 4. Celebrate micro-wins. ↳ Acknowledging small wins is a proven way to trigger dopamine and build momentum. 5. Facilitate mentorship. ↳ Pair people with mentors or mentees, showing gratitude by investing in their future. 6. Silent acknowledgment. ↳ Practice surprise acts of acknowledgement like arranging for work to be showcased or rewarded. 7. Reverse performance reviews. ↳ Ask for feedback on leadership and be humble when receiving their insights. 8. Share the spotlight. ↳ When praised by higher-ups, redirect attention to the team’s efforts. 9. Personal development days.  ↳ Offer days focused on skill-building or passion projects. 10. Build psychological safety. ↳ Express gratitude for vulnerability and honesty in the team. 11. Highlight their legacy. ↳ Reflect on how someone's work has contributed to the company’s lasting impact. 12. Highlight their potential. ↳ Regularly discuss future possibilities for people within and beyond the company. 13. Acknowledge struggles. ↳ Thank team members for their endurance through difficult periods. 14. Encourage self-reflection. ↳ Provide ways for team members to reflect on their own accomplishments and contributions. 15. Empowerment through autonomy. ↳ Express trust and gratitude by giving team members autonomy to make decisions. The best acts of appreciation are felt in actions, not just words. Which one will you try? Let me know in the comments. - - - - - 📌 Save this post for future reference!⁣⁣⁣⁣ ♻️ Repost if it resonated with you!

Your recognition program is hurting your culture. Not helping it. A leader once thought their annual awards ceremony was enough. But their team felt unseen and undervalued. Sound familiar? 87% of recognition programs focus on tenure. Not on behaviors that drive performance. Recognition isn't about: → Annual awards ceremonies → Generic "good job" emails → Quarterly gift cards → Public praise that makes introverts cringe It's about seeing what others miss. The best leaders I know understand: 1. Specificity and Timing Matter → Don't just say "great work"—say what made it exceptional + impact. → Small, immediate recognition beats big, delayed praise. 2. Recognition Preferences Vary → Ask your people how they want to be recognized → Some crave the spotlight, others prefer quiet conversations. 3. System Over Sentiment → Create a recognition rhythm. → Block time each week to notice what's working, not just what's broken. 4. Consistency is Key → Make recognition a regular part of your routine, not an occasional gesture. →Consistent recognition builds trust and reinforces positive behaviors. 5. Empower Peer Recognition → Encourage team members to recognize each other = culture → Peer recognition can be just as powerful as recognition from leadership. Research shows teams increase productivity by 14% with effective recognition Not by working harder But by noticing better. The leaders who build high-performing cultures? They don't have more time than you. They just leverage recognition as a multiplier. How do you recognize your team's efforts? 

Too often, work goes unnoticed. But people want to be seen. A recent statistic had me thinking: 37% of employees claim that increased personal recognition would significantly enhance their work output. This insight comes from an O.C. Tanner survey, which leveraged 1.7 million responses from employees across various industries and company sizes. Beyond just feeling nice, recognition emerges as the most impactful driver of motivation. It makes real-time feedback, personal appreciation, and meaningful rewards not just nice-to-haves — they're must-haves to fuel performance. Here are concrete ways you can supercharge your recognition efforts to resonate deeply with your team: (1) Spotlight Specifics: Highlight specific achievements. Hilton’s Recognition Calendar equips managers with daily actionable ideas that turn recognizing real accomplishments into a routine practice. (2) Quick Kudos: Swift praise is so important. Timeliness in recognition makes it feel authentic and maintains high motivation levels. (3) Tailored Cheers: Personalize your appreciation. Crowe's "Recognize Alert" system enhances recognition by transforming client praises into celebratory moments, encouraging recipients to pay it forward. (4) Genuine Thank-Yous: Don't underestimate the power of small gestures. Regular acknowledgments, whether through handwritten notes or intranet shout-outs, create a culture where appreciation is commonplace. You do it, others will do it too. (5) Big Picture Praises: Connect individual achievements to the company’s larger mission. Texas Health Resources celebrates personal milestones with personalized yearbooks that link each person’s contributions to the organization’s goals. Using these practices genuinely and consistently can make every team member feel truly valued and more connected to the collective mission. Each act of recognition builds a stronger, more engaged team, poised to meet challenges and drive success. #Recognition #Appreciation #FeelingValued #Workplace #Culture #Innovation #HumanResources #Leadership Source: https://lnkd.in/e8jUtHZH