Simple Ways to Make Employee Recognition More Meaningful

Most people don’t quit because of the work. They quit because they feel unseen. I learned that the hard way as a leader. Years ago, I had a team member carrying more than her share. No complaints. No spotlight. But the impact was huge. One day I said in a meeting: “None of this would’ve been possible without your work behind the scenes.” She later told me it was the first time she’d felt seen at work. That five-second moment mattered more than any bonus. Here are 7 ways to show appreciation at work (with the nuance that makes them stick): 1- Say “thank you” specifically, not generically ↳ Make it clear what they did and why it mattered. 2- Celebrate small wins, not just big ones ↳ Momentum comes from stacking micro-victories. 3- Recognize behind-the-scenes contributions ↳ Call out the invisible work no one else sees. 4- Give public praise, private corrections ↳ Build pride in public. Build trust in private. 5- Learn how each person likes recognition ↳ Some want the spotlight. Others don’t. Ask. 6- Highlight growth, not just results ↳ Progress keeps people invested more than numbers. 7- Acknowledge effort, not just outcomes ↳ Even failed bets deserve gratitude for the try. Because here’s the truth: People don’t leave jobs because of the work. They leave when they feel invisible. Want to transform your culture? Start with appreciation. It’s free. It’s simple. And it changes everything. ♻️ Agree? Repost to spread the message. 📌 Follow Gabriel Millien for more insights on leadership that lasts. Image style credit: Justin Wright

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.

Recognition doesn’t have to be grand—but it should always be genuine. I saw this parking sign today: “Reserved Parking – Chili Cookoff Champion.” It made me smile, but also reminded me of something deeper. Recognition, when it's valid, sincere, and meaningful, can have a powerful impact on someone’s sense of purpose and belonging. As leaders, we often get caught up in goals, metrics, and deadlines. But the simple act of recognizing someone’s hard work—publicly or privately—can be a catalyst for engagement, motivation, and retention. Want to start? Try these: write a handwritten thank-you note, give someone the floor in a team meeting, share their win with a broader audience, or yes—even reserve a parking spot in their honor. Celebrate the people who help you win. It matters more than you think.

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

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