Culture Corner #2: Recognition Reimagined: Beyond Awards to Meaningful Appreciation

Simple ways to show genuine appreciation that won't break the bank but will strengthen your team

You’ve probably experienced the awkward company awards ceremony or the dusty "Employee of the Month" plaque, or the gift vouchers that expire before you use them, or the meaningless post on Slack about how amazing you are for doing your job (or, you haven’t experienced it, but you might!)

Traditional recognition is often a bit rubbish. Sometimes it can feel forced or like an obligation, generic or worse of all - a tick-box exercise that shines a light on how much the company probably doesn’t really care.

Dave was stunned when his "Well Done" card wasn't just another disciplinary notice in disguise

Let's rethink how we show appreciation at work.

Why typical recognition fails

Many workplace recognition schemes fail because they:

1. Focus on competition rather than collaboration

2. Recognise only visible achievements

3. Feel inauthentic or obligatory

4. Happen too infrequently

5. Miss the quiet contributors (dis a big one, not everyone is an extrovert Sharon)

Real recognition isn't about creating winners and losers. It's about seeing people for who they are and what they bring.

Recognition that actually works

The best recognition is:

• Specific and personal (and delivered personally)

• Timely (not saved for an annual review)

• Aligned with what matters to the individual

• Genuine rather than performative

• Accessible to everyone, not just top performers

Simple ways to show genuine appreciation

Here are practical approaches that won't cost much but mean a lot:

Handwritten notes. A simple card saying exactly what you valued about someone's work shows you took time to notice. Keep a stack of nice cards in your desk drawer for this purpose.

Public praise with consent. Some people love public recognition; others hate it. Ask first, then share achievements in the way they prefer. Stop using Slack bots for this nonsense.

Extra time off. After a big push, nothing says "thank you" like "take Friday afternoon off". People value time more than most other rewards.

Learning opportunities. Recognise potential by offering chances to develop in areas they care about. "I think you'd be brilliant at this workshop based on how you handled that client issue."

Team appreciation rituals. Create regular moments where peers can recognise each other. This could be five minutes in team meetings or a shared digital space (but be mindful of seeking consent first!)

Break routines. Sometimes recognition is about disrupting the ordinary. Surprise the team with breakfast, an early finish, or a walking meeting in the park.

What to recognise beyond performance

Look beyond targets and metrics. Some of the most valuable things happen in service of this metrics. Recognise:

• Someone helping colleagues even when busy themselves

• Thoughtful questions that changed a discussion

• Ownership of mistakes and learning from them

• Consistent reliability that often gets overlooked

• Positive attitudes during difficult periods

• Growth and improvement, not just excellence

Making recognition part of your culture

Recognition works best when it's woven into everyday work life rather than saved for special occasions. Here's how to make it a natural part of your workplace:

Start meetings with appreciation

Begin team gatherings by noting something positive that's happened since you last met. This could be:

• A specific client interaction that went well

• A problem someone solved creatively

• Help that one team member gave another

• Progress on a challenging project

Keep it brief but specific. "I want to thank Sarah for stepping in yesterday when the system went down. She stayed calm and kept customers informed while fixing the issue."

This sets a positive tone and ensures good work gets noticed regularly.

Make it a habit

Set a personal goal to recognise someone every day or week. Block time in your calendar if needed.

Some find it helpful to keep a simple log - just a few notes about who you recognised and for what. This helps you track whether you're noticing contributions across your whole team.

If you manage multiple people, try the "recognition rule of three" - aim to catch each person doing something noteworthy at least three times a month.

Notice different things

It's easy to fall into patterns where we praise the same behaviours or people repeatedly. Challenge yourself to look for:

• Different types of contributions (not just sales or obvious wins)

• Quiet excellence that might otherwise go unnoticed

• Improved performance in areas where someone struggled before

• Collaborative efforts rather than just individual achievements

• Values being demonstrated, not just targets being hit

This ensures everyone has a chance to be recognised, not just those with the most visible roles.

Ask people how they like to be recognised

Some people value public praise, others find it mortifying. Some appreciate written notes they can keep, others prefer a quick private word.

During one-to-ones, ask direct questions:

• "How do you prefer to receive recognition?"

• "What's the most meaningful thanks you've received at work?"

• "Would you rather be thanked publicly or privately?"

Then respect their preferences. Recognition that makes someone uncomfortable isn't effective.

Model it at all levels

Leaders should both give recognition and graciously receive it. This means:

• Thanking people directly and specifically

• Accepting compliments without deflecting them

• Acknowledging when team members spot something you missed

• Giving credit openly when using others' ideas

• Creating channels for upward and peer recognition

When leaders show they value recognition, it becomes part of the culture rather than just another HR initiative.

The real impact

When recognition becomes genuine and regular, you'll notice:

• People feel seen for their whole contribution, not just measurable outputs

• Teams share credit more naturally

• Feedback in all directions becomes more honest

• Retention improves because people feel valued

• The workplace feels more human

The best recognition isn't about fancy schemes or expensive rewards. It's about creating moments where people truly feel seen and valued for who they are.

What's the most meaningful recognition you've ever received? It was probably specific, timely and genuine. Try asking your team the same question. Their answers will tell you exactly what kind of recognition culture you should build.