Recognition That Works: How to Show Appreciation Without the Eye Roll
We’ve all been there. The awkward “well done” in a meeting that feels about as genuine as a reality TV romance. The company wide “employee of the month” email… where the winner’s prize is a mug.
Recognition matters, but it has to be done right. When it’s thoughtful and consistent, it can lift morale, strengthen culture, and make people want to stick around. When it’s lazy or forced… well, that’s how you end up with disengagement and a cupboard full of branded drinkware no one asked for.
Here’s how to nail recognition without making it awkward.
1. Be specific (vague praise is forgettable)
“Good job” is like saying “nice weather”. Pleasant, but it doesn’t mean much. Tell people exactly what they did and why it mattered.
Example:
“That extra review you did on the client proposal caught an error before it went out and saved us from an embarrassing phone call. Thank you.”
2. Match the method to the person
Public shout-outs are great… unless you’re dealing with someone who’d rather melt into the carpet than be applauded in front of a crowd. Some people thrive on applause; others prefer a quiet, heartfelt thank-you over coffee.
How to know? Ask them. It’s that simple. You can work it into onboarding, 1:1s, or casual chats: “Hey, when it comes to recognition, do you like a public shout-out or would you rather I keep it low-key?”
Not only does it give you the answer, it also shows you actually care about getting it right.
3. Don’t save it for the “big stuff”
Recognition shouldn’t be a once-a-year performance review thing. Small, regular acknowledgements are way more powerful than a single grand gesture.
Example: Don’t wait until the end of a massive project to say thanks. Notice the late nights someone put in to meet a milestone, or the clever fix they came up with that saved the team hours of work. Recognise it in the moment before it’s buried under the next urgent task.
4. Link it to your values
When you recognise behaviours that reflect your company values, you’re not just saying “good work”, you’re reinforcing what “good” looks like in your culture. It’s sneaky (in a good way) culture-building.
5. Make it timely
Strike while the iron’s hot. Recognition given three weeks later is like telling someone “I love your hair” when they’ve already had it cut.
When you thank someone soon after the behaviour or achievement, it does three things:
It cements the positive behaviour: people know exactly what to repeat.
It makes the praise feel genuine: the memory is still fresh.
It keeps momentum high: you’re fuelling motivation while it’s already burning.
If you miss the moment, don’t beat yourself up, but do find another natural opportunity to acknowledge it. And maybe set a mental (or actual) reminder to catch it earlier next time.
6. Mean it (seriously)
If you can’t say it with sincerity, don’t say it yet. People have a sixth sense for forced appreciation, and nothing will kill morale faster than a fake “you’re valued” speech.
The takeaway: Recognition isn’t about the size of the gesture. It’s about making people feel seen and appreciated in a way that’s personal, specific, and timely. Do it well, and you’ll not only boost morale, you’ll also strengthen trust, loyalty, and performance.
Do it badly… well, enjoy your cupboard of unused company mugs.