Making Employee Recognition a Team Effort

"There are two things people want more than sex and money...recognition and praise." Mary Kay Ash, founder of Mary Kay Cosmetics 😳 Rather than debate the quote's accuracy, let's agree that recognition matters. It tackles anonymity— one of the biggest de-motivators in the workplace. Here are some fresh ways to show your team members that they matter. Because one can only have so many cliche-covered coffee mugs. ☀️ When introducing a new hire to your team; showcase each team member's special talent or area of expertise (beyond their title). ☀️ No matter what your title or rank, ask your team members for valued input. Park any objections and listen to their ideas. ☀️ Put down your phone and look away from your computer... give someone your full attention. Presence sends a message of worth and respect. ☀️ If applicable, give them a shout-out here on LinkedIn. Highlight a project and tag them for being instrumental in its success. ☀️ Make sure every team member knows why their work matters to the team, why the team's work matters to the organization, and why the organization's work matters to the world. ☀️ Make time to connect with the person you know least on your team. Begin by asking them their favorite part of what they do and what their biggest challenge is. ☀️ Stand up for your team. Show pride for them in front of others. Sing their praises. ☀️ Take someone for coffee and talk about anything other than work. ☀️ Empathize with the team member who is struggling. No false praise. Simply let them know you see the challenges they are navigating. Listen. Provide support. ☀️ Weave recognition into weekly meetings. Ask team members to share a recent win and praise them for it, or encourage them to acknowledge their co-workers. (Recognition is not only top-down on high-performing teams.) ☀️ Ask your boss or your boss's boss or the CEO to write a note to someone who deserves recognition. ☀️ Encourage professional development by letting a teammate choose an online class from LinkedIn Learning or another worthy platform. Alternatively, send them to a special conference they are interested in. Upon course completion invite them to teach the highlights to the team. ☀️ Similarly, when sending someone to training, tell them why. Too often folks come to my classes confused, not enthused, not knowing why they are there. Acknowledge the challenge of being away from their work while they attend a class. Make sure they have ample backup so they can focus on the training. ☀️ Invite an employee along to an important meeting. Give them more visibility to others. ☀️ Let someone know you see their strengths/interests by offering them the lead on a special project. ☀️ Finally, never underestimate the power of a purposefully placed post-it note. Leave one at a co-worker's workspace with words of appreciation or encouragement. When they stumble upon it, it will brighten their day. What tip do you like the best? What would you add?

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? 

BETTER than trophies and certificates: This recognition? It comes FROM your colleagues! ⭐Peer-to-peer (P2P) recognition programs are often an UNTAPPED well for boosting employee morale, engagement, and appreciation. ⭐ In a previous role, I noticed a LACK of appreciation within the company culture. This was confirmed by exit interview comments. So, I implemented a P2P recognition program using a software called Motivosity (not a sponsored post!). This platform allowed employees to give each other small cash rewards ($1-$5+) for any reason. The impact was REMARKABLE! We saw significant improvements in employee retention and satisfaction scores. One departing employee even highlighted the program as "the best thing to happen" to their division, crediting it with fostering a positive change in culture. Tips for getting started: ⤵ ✅ Choose the right platform ✅ Promote the program ✅ Lead by example ✅ Make it fun and easy ➡ Have you experienced the power of P2P recognition? #HR #HumanResources #EmployeeAppreciation #CompanyCulture #EmployeeEngagement #PeerRecognition