Building A Recognition Program That Sticks

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

🎶 “I got, I got, I got loyalty, got royalty inside my DNA…” — Kendrick Lamar, “DNA.” A Little Goes a Long Way Low-Cost, High-Impact Employee Recognition Strategies in Healthcare From the Desk of HR In healthcare, excellence is expected. But recognition is earned—and often overdue. Nurses, techs, admin staff, EVS workers, CNAs, and providers show up with grit, grace, and skill every day. But when was the last time someone looked them in the eye and said, “I see you”? As Kendrick Lamar reminds us in “DNA,” greatness isn’t always loud—but it’s deeply rooted. It’s in the way a charge nurse mentors a new grad. The way a transporter calms a worried patient. The way your scheduler finds coverage—again. That’s culture. That’s heart. And it deserves to be acknowledged. And here’s the truth: you don’t need a budget increase to build a recognition culture. You need intention. Here are 5 low-cost, high-impact ways to elevate recognition across your healthcare system: ⸻ 💬 1. Name the Win, and Make It Visible Celebrate small moments in huddles, newsletters, or bulletin boards. Tie praise to organizational values: Compassion. Excellence. Teamwork. Let people hear their name associated with something good. ⸻ ✍🏾 2. Handwritten Notes Still Save Shifts A sticky note from a manager: “Thank you for staying late to cover discharge rounds. You kept the unit moving.” Personal. Timely. Remembered. ⸻ 👟 3. Manager Rounds of Appreciation Once a week, leaders walk the unit—not to check, but to thank. One minute per employee. One sentence of real recognition. Eye contact. That’s how you make culture felt, not just stated. ⸻ 🤝 4. Peer-to-Peer Spotlight Boards Create a “You Make the Shift Better” board. Let staff shout each other out for unseen but essential moments. Peer praise builds culture from the inside out. ⸻ 📈 5. Connect Praise to Possibility Don’t just say “good job.” Say: “This kind of leadership tells me you’re ready for more.” Recognition becomes a pipeline when it points toward growth. ⸻ Final Thought from HR Recognition is more than a program—it’s a pulse. It tells your people they’re not just doing a job—they’re holding the system together. 🎧 So whether they’re charting vitals, cleaning rooms, placing IVs, or comforting families—say something. Say it often. Say it loud. Because they’ve got royalty inside their DNA. And your culture is stronger when you name it.

How I Provide Recognition That Improves Performance as a Program Manager at Amazon Recognition isn’t just a “nice to have.” It’s a performance lever. Done right, it motivates. Aligns. Builds loyalty. Done wrong, it’s empty noise. Here’s how I give recognition that actually drives results: 1/ I make it specific, not generic ↳ “You asked the question that unblocked the team. That mattered.” ↳ Vague praise doesn’t stick 2/ I link it to impact ↳ “Because of that callout, we caught a bug that saved us 10 hours” ↳ Praise the outcome, not just the effort 3/ I deliver it in the open ↳ Public Slack. Team call. Exec thread. ↳ Recognition multiplies when it’s seen 4/ I give it when it’s earned…not just when it’s easy ↳ “You didn’t just do your job…you elevated it under pressure” ↳ Great PMs don’t wait for performance reviews 5/ I turn it into a culture cue ↳ “This is what right looks like. Let’s do more of this.” ↳ Recognition is how you scale behavior Recognition isn’t about being nice. It’s about reinforcing what wins. What’s your #1 rule when giving recognition that matters? ➕ I write for PMs who lead with clarity, impact, and real influence: https://lnkd.in/e6qAwEFc