How to Use Recognition to Foster Trust

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.

Leadership is not just about strategy, decisions, or results. It’s also about how you show up for your people.   During high-pressure moments, one powerful practice is reaching out to team members individually before a big launch (the day before or the week before). A simple message, such as, “You’ve got this. The launch will be successful. I trust you,” can make a significant impact.   The “last mile,” is where doubts tend to creep in. Even the most capable teams can feel the weight of responsibility during those moments.   This is when leadership can truly make a difference.   It’s not about delivering a grand speech or crafting something tailored for social media. It’s about recognizing the team’s efforts and reinforcing their confidence when it matters most.   This kind of support is far more impactful than offering congratulations after the fact. It communicates, “You are seen, you are trusted, and your work is valued.”   Such words inspire teams to push through challenges, knowing they are supported. This builds a culture of empowerment that lasts well beyond any single project.   The results speak for themselves. A small gesture—a call or a conversation—has the power to strengthen confidence and foster trust.   Before your next big launch, consider stepping into the “last mile” with your team. Be the voice of encouragement that helps them cross the finish line.   Sometimes, those few words of support can make all the difference.

During LinkedIn Live earlier this week, I shared my perspective that most leaders do a poor job offering meaningful recognition. I had this cartoon drawn to illustrate what I see as a major miss. Maybe it's not as bad as the cartoon, but not far off. At best, leaders aren't strategic about recognition. At worst, they miss the benefits altogether. Here's how to do it right and use recognition to drive results and change. Recognition is an underrated tool to drive performance. The ROI for leaders is exceptional because learning to use recognition strategically costs you nothing. Recognition can be used very effectively to create change, replicate success, and establish new behaviors across your organization. Here’s how: 1.    Spot the win. Acknowledge the specific behavior you observed, and the more details you include, the better. 2.    Link the act to the impact. Did it resolve a problem? Streamline a process? Hit the KPI? Make the connection from behavior to outcome. 3.    Make it personal. Express excitement, enthusiasm, gratitude, or satisfaction. Let them know what they did matters to you. 4.    Ask for an encore. It’s not just about praise. Get them (and others) to do it again. This is how behaviors to take hold and spread throughout an organization. When success happens, offer recognition, not as just a pat on the back but as a catalyst for the changes you want to see. #recognition #leadership #results #leadershipdevelopment #businessgrowth