Benefits of Acknowledging Team Contributions

A colleague had been coming to work every day for 7 years. Never missed a deadline or under-delivered. One day… he asked his manager for feedback on his contributions. The manager (minding their own business) said: "Oh, you're doing fine. Just keep doing what you're doing." You know what my colleague did? He quit the next day. Would I have advised him to do that? Probably not. Did he overreact? Absolutely not. You see… He had been receiving the same kind of answer for quite some time. So, even if his manager didn't know, he was already planning his ultimatum. And your team members might be planning theirs as well. Here's a stat that will blow your mind: According to a recent report from Gallup and Workhuman, employees who get meaningful recognition for their work are 45% less likely to leave their jobs. That's right. Proper recognition is the difference between retaining or losing your best talent. Here's what smart leaders understand about recognition at work: ✅ It drives professional development. ✅ It creates community and connection. ✅ It's a powerful antidote to stress and burnout. ✅ Recognition changes how people feel about their work. The data doesn't lie. Based on the same 2-year study, tracking 3,400 workers found something fascinating: → High-quality recognition = 45% higher retention. → Stronger sense of community among team members. → Lower stress levels reported by recognized employees. Here's what you can do today: 1. Create systems for consistent feedback. 2. Make recognition meaningful and specific. 3. Catch good behavior as it happens - don't wait. 4. Recognize people for who they are, not just what they do. Your people aren't just looking for a paycheck. They want to feel seen, valued, and appreciated. — P.S. Unlock 20 years' worth of leadership lessons sent straight to your inbox. Every Wednesday, I share exclusive insights and actionable tips in my newsletter. (Link in my bio to sign up). Remember, leaders succeed together.

Dear leaders There is one thing you can do for your employees every single day. And it doesn’t cost a dime. I had the most brilliant leader. In many ways, he inspired me to be the leader I was then and the leader I am today. Even as perfect as he sounds. He had a blind spot in his leadership too (we all do!). He failed to acknowledge his team. And this is the case with many leaders.  We fail to recognize the extraordinary impact of something that sounds so simple.  Yet when leaders fail to do so they are met with: * Decreased Motivation: Leading to a decrease in motivation and enthusiasm for their work.  * Low Morale: When efforts and achievements go unnoticed, your team may start to question the significance of their contributions. * Reduced Trust and Respect: A leader who fails to acknowledge their team's efforts may be perceived as indifferent or dismissive. Impaired Performance: Your team may become less willing to go above and beyond their basic job responsibilities. * Negative Impact on Team Culture: When individuals feel that their efforts are not recognized, they may become less inclined to support and collaborate with their colleagues. * Hindered Talent Development: Your team may be less motivated to develop their skills and take on new challenges stifling personal and professional growth within the team, leading to a lack of progress and innovation. And as a result, the business and organization results will suffer. By acknowledging your team you: *** Foster Motivation and Engagement: You empower them and recognize their contributions. boosting their motivation and encouraging them to take ownership of their work. *** Build Trust and Respect: You show that you value their expertise and opinions. Building trust and respect, fostering a culture of openness and collaboration.  *** Promote Growth and Development: They’ll seek out opportunities for self-improvement and professional development. *** Enhance Team Cohesion: Creating a sense of unity and cohesion within the team, helping them understand that their contributions are valued and that their input is essential to the team's success.  *** Reduce Micromanagement: Leaders who trust their team are more likely to delegate tasks and responsibilities effectively, allowing team members to take ownership of their work and demonstrate their leadership capabilities. *** Cultivate a Positive Culture: Recognizing the efforts and achievements of team members cultivates a sense of appreciation and gratitude. This in turn, attracts and retains top talent, as people are more likely to thrive and enjoy their work in such an environment. This isn’t about just saying something to say it. It’s about being present and identifying the behaviors that are driving your organization forward. Reinforcing those behaviors. And the people making contributions day in and day out for your organization to be successful. #executivecoaching  #executivesandmanagement #leadership  #management

Last week, my former teammate Sarah handed in her resignation. Not because of money. Not because of workload. Not because of career growth. But because she felt invisible. Let that sink in. Here's what most leaders get wrong about appreciation: → They think a paycheck is enough ↳ Money satisfies needs, not emotional fulfillment → They wait for annual reviews ↳ Recognition delayed is recognition denied → They believe "no news is good news" ↳ Silence breeds uncertainty and doubt The truth? Small acts of appreciation create massive impact: → A genuine "thank you" after a tough project → Public recognition during team meetings → A simple note acknowledging extra effort → Taking time to listen to their ideas The math is simple: Appreciation = Engagement Engagement = Productivity Productivity = Results I learned this the hard way: A few years ago, I lost my best performer. During the exit interview, he said: "I just wanted to know my work mattered." That day changed my leadership forever. Now, appreciation is part of my daily routine: 1. Start meetings with wins 2. End days with acknowledgments 3. Share team victories company-wide 4. Document individual contributions The result? Team turnover dropped by 40% Productivity increased by 35% Engagement scores hit all-time highs Remember: People don't leave companies. They leave leaders who fail to value them. If this resonated with you, share this post. Let's create workplaces where people feel seen, heard, and valued. Your team is worth it.

🚨 Want to keep your best people? Start recognizing them, or someone else will. High performers thrive on recognition, but getting it right is an art. A one-size-fits-all approach won’t cut it. Some people love the spotlight, while others prefer private acknowledgment. Knowing these preferences allows you to genuinely honor their contributions in ways that resonate. I’ve had team members who preferred a simple, private “thank you” over public praise. For them, a thoughtful note or a quick one-on-one meant more than a team-wide announcement. On the other hand, some teammates craved public recognition—it fueled their drive and encouraged them to keep pushing forward. By blending private and public praise, you affirm their value and boost morale in a way that truly sticks. EOY is the perfect time to reinforce this recognition. These conversations at year-end provide an opportunity to share with top performers where they've made a real difference. Let them know you see their hard work, not just to boost morale but to cement their loyalty, especially as recruiters start reaching out early in the new year. This is also a key moment to share concrete outcomes they’ve driven, so they understand that these top contributions are top of mind for you as you head into performance reviews season. Here are three ways to nurture your top talent: 🏆 Celebrate specific achievements — Go beyond “good job.” Recognize exact accomplishments and metrics that made an impact. Show them you value their tangible contributions. 🌱 Offer growth opportunities — High performers want to keep learning. Offer projects, responsibilities, or mentorships that challenge them and broaden their skills. 🚀 Build a clear pathway for advancement — Make sure they know there’s room to grow within the organization. A well-defined path helps retain talent, ensuring they feel valued and motivated to stay. Recognition isn’t about inflating egos—it’s about showing your team that their hard work matters. When top talent feels appreciated, they’re inspired to keep delivering excellence, pushing the entire organization forward. #Leadership #Clarity #HighPerformers #Growth If this resonates, follow Tapan Kamdar. 📌 Interested in growing as a leader? Get my free newsletter: https://lnkd.in/dRjtpxBA