Recognizing Contributions From All Team Members

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? 

Forget big leadership moves. Small acts transform teams. Micro-leadership is the quiet force transforming teams. It’s intentional. It’s human. It’s small acts with outsized impact. A quick check-in, a thoughtful note, or a sincere “thank you” can rebuild trust, spark engagement, and drive results. Here’s 11 ways micro-leadership can revolutionize your team: 1/ Spotting Cues → Micro-leaders notice subtle signals: quiet voices, missed deadlines, or hesitant body language. → These moments reveal opportunities to connect and support. 💡 Leaders: Train yourself to observe team dynamics and act on small red flags. 2/ Personalized Check-Ins → A 30-second message like “Everything okay? Your input matters” can re-engage a struggling team member. → It’s low effort, high impact, and builds trust instantly. 💡 Leaders: Schedule one-on-ones to address concerns before they escalate. 3/ Public Recognition → A quick “great job” in a team meeting boosts morale and inspires. → It ties individual efforts to collective goals. 💡 Leaders: Call out specific contributions weekly to reinforce positive behaviors. 4/ Active Listening → Giving undivided attention during a brief chat shows respect and value. → It turns routine conversations into moments of connection. 💡 Leaders: Paraphrase what you hear to confirm understanding. 5/ Thoughtful Feedback → A single, well-timed suggestion can redirect effort and spark growth. → It’s about clarity, not criticism. 💡 Leaders: Offer one actionable piece of feedback in real time. 6/ Small Gestures → A handwritten thank-you note can strengthen relationships. → These acts show you see your team as people. 💡 Leaders: Keep a stack of notecards for a personal thank-you. . 7/ Empowering Questions → Asking “What do you think we should do?” invites ownership and creativity. → It’s a small way to build confidence and autonomy. 💡 Leaders: Pose one open-ended question per meeting to encourage ideas. 8/ Consistent Rituals → Small, repeated acts, like a weekly team huddle, builds rhythm and trust. → They anchor teams in uncertain times. 💡 Leaders: Start meetings with a two-minute gratitude share. 9/ Transparent Communication → A brief, honest update on a project’s status can align focus. → It shows respect for your team’s need to know. 💡 Leaders: Send a weekly one-paragraph email summarizing progress. 10/ Modeling Vulnerability → Admitting “I don’t have all the answers” humanizes you. → It invites others to take risks and collaborate. 💡 Leaders: Share one challenge you’re facing quarterly. 11/ Celebrating Milestones → Acknowledging small wins fuels momentum. → It ties daily work to the bigger picture. 💡 Leaders: Host a 10-minute virtual toast for team milestones. Micro-leadership is redefining teamwork by blending empathy with strategy. What’s one small leadership act you’ll try today? Share your ideas below! ♻️ Repost to your network. Follow Carolyn Healey for more leadership content.

When leaders fail to appreciate their people, they risk creating an environment where motivation dwindles, creativity is stifled, and turnover soars. Chris March shares 8 ways to show more appreciation as a leader: 1. Regular Recognition - Implement a system of regular, meaningful recognition. - Make appreciation a routine part of your leadership practice, whether a shout-out in a team meeting or a company-wide email. 2. Personalized Acknowledgment - Understand what makes each team member feel valued. - Personalize your appreciation to resonate with individual preferences and motivations. 3. Empowerment through Trust - Show trust by delegating significant tasks and communicating your confidence in your team’s abilities. - Encourage team members to make decisions independently. 4. Growth Opportunities - Provide clear pathways for career advancement and skill development. - Offer mentorship, training, and educational resources to support personal and professional growth. 5. Feedback Culture - Encourage a culture where feedback flows both ways. - Recognize the insights team members bring and act on them. 6. Well-being Initiatives - Invest in initiatives that enhance employee well-being. - A healthy work-life balance is a fundamental form of appreciation. 7. Celebrate Milestones - Recognize both personal and professional milestones of team members. - This shows that you value them as individuals. 8. Inclusive Decision Making - Invite team members to participate in decision-making processes. - This makes them feel valued and heard. Make appreciation central to your leadership. You’ll retain talent and grow a culture of innovation and diligence.

🚨Recognition isn’t optional- it’s a retention strategy🚨. And when excellence becomes the norm and appreciation fades - so will your top performers. You depend on them. The whole team leans on them. They always show up and deliver- yet somehow their contributions fade into the background under the mindset of: “𝘞𝘦𝘭𝘭, 𝘵𝘩𝘢𝘵'𝘴 𝘫𝘶𝘴𝘵 𝘸𝘩𝘢𝘵 𝘵𝘩𝘦𝘺 𝘥𝘰." But how are you showing up for them?🤔 High performers thrive on purpose, not just pressure. And when they feel seen, supported, and valued, they keep showing up at that level...for you, the team, and themselves. But recognition isn’t one-size-fits-all. If your "go-to" team member:          ⭐𝐋𝐨𝐯𝐞𝐬 𝐠𝐫𝐨𝐰𝐭𝐡? Offer them a stretch project, mentorship opportunity, or a seat at the next strategy session. ⭐𝐂𝐫𝐚𝐯𝐞𝐬 𝐯𝐢𝐬𝐢𝐛𝐢𝐥𝐢𝐭𝐲? Give them credit publicly- in a company meeting, newsletter, or LinkedIn shoutout. ⭐𝐕𝐚𝐥𝐮𝐞𝐬 𝐩𝐞𝐫𝐬𝐨𝐧𝐚𝐥 𝐜𝐨𝐧𝐧𝐞𝐜𝐭𝐢𝐨𝐧? A handwritten note or a genuine, in-the-moment “thank you” from a leader they respect goes further than a gift card ever will. ⭐𝐍𝐞𝐞𝐝𝐬 𝐭𝐢𝐦𝐞 𝐭𝐨 𝐫𝐞𝐜𝐡𝐚𝐫𝐠𝐞? Surprise them with extra PTO or a long weekend as a meaningful “thank you” for carrying the load. ⭐𝐇𝐚𝐬 𝐠𝐨𝐧𝐞 𝐚𝐛𝐨𝐯𝐞 𝐚𝐧𝐝 𝐛𝐞𝐲𝐨𝐧𝐝? Consider a personalized bonus, travel stipend, or tickets to something they love. Great leaders and companies must invest in their solution experts. Let them know... “𝘞𝘦 𝘴𝘦𝘦 𝘺𝘰𝘶. 𝘞𝘦 𝘬𝘯𝘰𝘸 𝘺𝘰𝘶. 𝘞𝘦 𝘷𝘢𝘭𝘶𝘦 𝘺𝘰𝘶.” And that type of commitment? It’s what keeps your best people from not looking elsewhere. Want to retain the people solving your biggest problems? 📢Start by showing them just how much they matter.

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

Appreciation refers to the recognition, enjoyment, or valuation of something or someone's qualities, value, or significance. Do you want engagement and collaboration at work? Appreciate someone. It's one of the BIG reasons why people come to work and stay with you for years, contributing heavily to its success. Showing appreciation for your team's performance is essential for building morale, inspiring motivation, and maintaining a positive work environment. Appreciation manifests itself in many ways; however, it's mostly up to you as a leader to express gratitude and acknowledge the efforts of your people. When this happens, it impacts not only the individual receiving the acknowledgment but the organization as well. Here are some examples: A simple and meaningful "thank you" goes a long way. Personalize your thanks by specifying your gratitude for a specific project, a job well done, or individual effort. A handwritten note or a personal thank-you card demonstrates thoughtfulness and is a tangible reminder of your appreciation. Publicly acknowledge and praise team members during meetings or gatherings. Highlight achievements and explain how their contributions positively impacted the team and the organization. Offer tangible incentives or rewards to recognize outstanding performance. This can include bonuses, gift cards, extra paid time off, or other perks. Invest in your team's growth by providing skill development opportunities, further education, or attending relevant conferences. This shows appreciation and helps your team members advance in their careers. Develop a recognition program that highlights the achievements of team members. Awards can come with a plaque, certificate, or other symbols of success. Plan team-building activities or outings to celebrate achievements and strengthen team cohesion. These events can be fun and a way to show appreciation. Recognize high-performing team members by promoting them or offering career advancement opportunities within the organization. Encourage peer-to-peer recognition through programs that allow team members to nominate and appreciate their colleagues. This can generate appreciation at all levels, potentially for things you may not see. Sit down regularly with your team members to discuss their progress, provide constructive feedback, and outline a path for growth. Take an interest in their ongoing development. Actively listen and provide emotional support when your team members face challenges or personal issues. Your willingness to listen and help is a form of appreciation for their well-being. The key to effective appreciation is personalization and sincerity. Get to know your people, understand their preferences, and then do it often to let them know how genuinely valued they are. Appreciation may be the most important action you take as a leader. #ceos #leadership #appreciation #execution Like this line of thinking? Get more at https://lnkd.in/gvbnCjf9

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.

Think a job title makes a leader? Nope. It’s how their Team feels. Here's why: The best leaders make their teams feel valued and seen. Appreciation is the greatest gift you can give: It costs nothing but means everything. As a leader, focus on: ✅ Recognizing impact and contributions: ↳ A simple thank you can go a long way. ↳ Show appreciation consistently, not just at review time. ✅ Providing growth opportunities: ↳ Understand your team’s career goals. ↳ Create advancement paths before they seek other options. ✅ Including them in decisions: ↳ Value diverse perspectives. ↳ Foster a culture where every voice is heard. ✅ Prioritizing meaningful 1-on-1s: ↳ Make meetings safe spaces for open, honest conversation. ↳ Build trust by truly listening. ✅ Ensuring fair compensation: ↳ Regularly review salaries and benefits. ↳ Pay people what they’re worth. What to avoid as a leader: ❌ Taking your team for granted: ↳ Feeling undervalued is a major reason people leave. ↳ Regularly acknowledge their contributions. ❌ Taking credit for their work: ↳ Claiming their wins erodes trust. ↳ Celebrate their successes—and learnings. ❌ Rewarding high performers with more work: ↳ Support their career growth, not just their workload. ↳ Reward effort with opportunities, not added tasks. ❌ Setting unrealistic goals: ↳ Overwork should never be the norm. ↳ Success isn’t worth sacrificing well-being. ❌ Ignoring boundaries: ↳ Expecting constant availability leads to burnout. ↳ Respect their time outside of work. Be the leader you always wished you had. What’s one small gesture from a leader that made you feel truly appreciated? ♻️ Share to help make work less awful. 🔔 Follow me (Charlie Lass) for more.