Writing Employee Recognition Programs That Work

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? 

I’ve given 100+ keynotes on "Leading for Employee Engagement." And without fail, this one strategy always draws the most attention: *Ask leaders to block out 15 minutes every Friday to write one note of recognition. Follow this template.* ___ TEMPLATE 1️⃣ Thank you [NAME], 2️⃣ for [BEHAVIOR YOU WANT TO ACKNOWLEDGE]. 3️⃣ You ___. [TIE BACK TO A VALUE OR GOAL] Example: “Thank you Julie for working overtime to launch our program last week. You enabled our team hit our goal of launching this program in Q1.” ___ The strategy and template make it simple and applicable. Leaders see the value quickly. And team members go home for the weekend on a high note. This is the way in leadership development: Strip away the excess fat. Make behavior change lean, clear, and smooth. #leadershipdevelopment P.S. I've since taken this mentality and spent the 7 years building a company that can do this at scale. We use: - live messaging with a pool of human coaches - personalized behavioral nudges - live training All in concert. All to help leaders change key behaviors.

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