Ways to Foster Peer Recognition in Teams

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

Happy Employee Appreciation Week (EAW for short)! At Chase, we know that appreciation is more than just a yearly event—it’s a daily commitment. It means acknowledging the small, often unnoticed efforts that contribute to our success and expressing gratitude for the hard work that might not always be visible but is crucial to our achievements. In our fast-paced environment, recognition is essential. It fuels motivation, engagement, and a sense of belonging. As we kick off EAW this year, I want to highlight the importance of recognizing and valuing our incredible team members every day and share how I show appreciation – emojis and exclamation marks (and the occasional BOOM)! I love getting updates on achievements via email and use it as an opportunity to quickly thank our team and celebrate their success. Our jobs are hard! We’re breaking down big, complex challenges, at incredible scale and a positive and upbeat attitude supports and inspires people. I bring that to every interaction I have – particularly those that are in the thick of this work – as I know it inspires me when I experience the same. Here are some ways I do that: 1. Be Timely and Specific: Recognize achievements as they happen. Specific feedback is more impactful than generic praise (e.g., “You’re doing a great job” vs. sharing specifically what is great about the work that’s being done). 2. Personalize Your Approach: Understand what forms of recognition resonate with each team member. Tailor your appreciation to their preferences. Some folks prefer to be recognized privately vs. sharing praise in a big group setting and vice versa. I’ve also found some folks appreciate a written thank you more than saying it in a meeting. 3. Encourage Peer Recognition and Lead by Example: Foster a culture where colleagues appreciate and recognize each other by doing it yourself. Celebrate other peoples’ wins. Peer recognition can be incredibly powerful (and it helps boost morale and motivation, too). On that note, thank you to all my amazing Chase (and JPMorganChase) colleagues for your hard work, dedication, and passion. You inspire me every day, and I am grateful for everything you do. Let’s celebrate you this week and every week! 🎉 #EmployeeAppreciationWeek #Gratitude #Recognition

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? 

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

Appreciation. We thrive on knowing others value our knowledge, contributions, and friendship. Humans want to be validated that they matter. This is critical to having an engaging and productive work culture in your organization. As there is a day for everything, today March 1st is National Employee Appreciation Day. Events are happening at many organizations today to recognize employees for their accomplishments. I was thinking about the risks of not sharing these accomplishments throughout the year. If positive feedback only occurs annually, what can be done about the other 364 days of the year? Research confirms time and again that employees who feel valued and appreciated have higher productivity and have longer tenure with their company. Lower employer turnover reduces costs. Instead of offering suggestions on how to celebrate Employee Appreciation Day, I thought I would offer actions that can be done throughout the year to have sustainable employee appreciation. They are: ➡️Call the team member to say thank you in real-time and explain how their efforts made the project better ➡️Have a standing agenda item for team meetings/townhalls to recognize employee achievements ➡️Have your team submit suggestions for employees they work with outside of your department to acknowledge how these fellow employees make your efforts better ➡️Have a team event during the year like a lunch or community activity that supports your organization’s values for appreciation and recognition. Do not wait to share feedback with your team once a year. Recognize their contributions in real time so they never feel uncertain about the value they have to you and your organization. #RiskManagement #LITrendingTopics #EmployeeAppreciationDay #Leaders Longview Leader Corporation

Success without appreciation is a treadmill. Lots of movement, little meaning. 10 ways to build a culture of appreciation: I used to think recognition meant bonuses or titles. But it’s the simple things that matter most. A sincere ‘thank you’ or acknowledging someone's effort can be transformational. When people feel valued, they show up differently. They exceed expectations, go beyond their role, bring the best ideas, and stick around during tough times. But real success isn’t just about reaching milestones. It’s about appreciating the people who make those milestones possible. Here's what you can do today: 1. Customize Appreciation ↳ Know how each person prefers to be recognized. 2. Provide Specific Appreciation ↳ Instead of a great job, tell them the specific impact they made. 3. Handwritten Thank Yous ↳ A personalized handwritten note means a lot. 4. Spotlight Strengths ↳ Highlight unique strengths to make people feel seen. 5. Time and Attention ↳ Listen and learn about the wins on your team. 6. Celebrate Milestones ↳ Recognize personal and professional milestones. 7. Peer-to-Peer Shoutouts ↳ Encourage team members to recognize each other. 8. Share Wins Across Teams ↳ Communicate accomplishments and impact broadly. 9. Rewards and Compensation ↳ Recognize high performance with rewards that count. 10. Small Acts of Kindness: ↳ Surprise someone with a coffee or a text to say, “I appreciate you.” Appreciation isn’t complicated—but it’s often forgotten. Stop running. Start appreciating. What’s one way you’ve made your team feel valued? ♻️ Share if you believe appreciation builds stronger teams.