The Power of Recognition:
A Balancing Act in the Workplace
Recognition at work. It's one of those things that everyone knows is important, but it’s so often misinterpreted or misunderstood. On the surface, it seems simple to many - simply acknowledge people for their efforts, and they’ll feel valued. But in reality, how recognition is given, received, and perceived is heavily shaped by the culture of an organization.
In some workplaces, recognition flows freely, and it fuels motivation, engagement, and loyalty. People thrive when they know their contributions are noticed. But in others, recognition can feel like a double-edged sword. There's an underlying fear—what happens when you single out someone for their work? Will others feel overlooked? Will it breed resentment?
The reality is, many of us have worked in environments where recognition, rather than building camaraderie, has led to whispers of favoritism. I've seen it happen more times than I’d like to admit. In my experience I feel context and culture matter a lot! In cultures where competition is fierce, or where leadership doesn’t consistently spread recognition across teams, the act of highlighting someone’s success can cause friction. It’s not just the size of the company that influences this—it’s the subcultures that emerge within.
The Dilemma
What happens when one person gets recognized and another doesn’t? There’s a ripple effect. Even when the recognition is well-deserved, and the work truly stands out, in some environments other employees can feel left out or undervalued. It's human nature to compare, and in a workplace setting, this can be exacerbated by unclear expectations about how recognition is earned.
I've worked with teams, including leaders, who are genuinely afraid to give recognition. Particularly when others can hear it being given. Not because they don't want to, but because they fear the backlash. They worry it will upset the balance—how others will perceive it, how it will affect team dynamics, or whether it will lead to jealousy. Recognition, in some organizations, has become something to navigate carefully, rather than a tool to celebrate success openly.
Breaking the Cycle
This fear of recognition turning into favoritism needs to be addressed head-on, starting with leadership. Leaders set the tone, whether they intend to or not. If leaders are open, inclusive, and deliberate in how they recognize others, they can shift the narrative from "Why them, not me?" to "Their success is a win for all of us."
But here's the truth: this isn't easy. It takes time, intention, and a lot of cultural work. Employees and leaders alike need to be on the same page about what recognition means and why it’s important. There needs to be a genuine shift in mindset, where celebrating others' successes becomes a norm rather than an exception, where recognition isn't seen as a finite resource, and where people understand that someone else's spotlight doesn't dim their own.
The Role of Size and Subcultures
The larger the organization, the more complicated this dynamic can become. In a small company, it might be easier to manage recognition, but it’s not a guarantee. If you are lucky everyone knows everyone, and wins can feel more communal. But as organizations grow, subcultures naturally form, and what works in one department may not fly in another. I've seen departments with their own unwritten rules about who gets recognized and why—some built on merit, others influenced by longstanding traditions or the personalities in leadership roles.
Navigating these subcultures requires a flexible approach. Recognition doesn’t need to look the same across the board, but it needs to feel fair. Leaders should encourage each team to find its own rhythm for recognition, one that aligns with the company’s values but allows for the unique quirks of each group.
Recognition as a Cultural Shift
Ultimately, recognition is more than a pat on the back. It’s a cultural shift, one that requires effort from all levels of an organization. Leaders need to lead by example, but employees also need to support each other. The more people are encouraged to see recognition as a celebration of collective success, the less likely they are to view it as favoritism. It’s not about "Why them?"—it’s about "How can we all contribute to more of this?"
The key takeaway here is that recognition, in my opinion, when done right, isn’t divisive. It’s empowering. It shows people that their work matters and that their contributions aren’t going unnoticed. But it can’t exist in a vacuum—it needs to be part of a broader culture that values openness, fairness, and shared success.
How?
Shifting a culture is a lot easier said than done. And of course, the recognition pattern is just one of so many symptoms of how effective a culture is…stay tuned for more of my thoughts and suggestions on culture. It’s a topic I hold near and dear to my heart and one that I love talking about. But in the meantime here are some specific strategies leaders and influencers can use to foster recognition, where it eventually feels authentic and is seamlessly integrated into the workplace culture:
Regular team check-ins: Encourage leaders and managers to hold regular, informal check-ins with their teams. These should focus on discussing individual and team successes, as well as recognizing contributions in a casual, comfortable setting. Having a standing agenda item for a period of time is a great way to set the expectation that this needs to be an imbedded part of the team’s communication.
Public praise platforms: Create an easy-to-access channel where employees can recognize their peers publicly. This could be something like a dedicated recognition board in a virtual or even physical office space. You don’t often see me advocating for use of paper, but there is something to be said about a catchy poster board on your way to the kitchen or bathroom. I’ve often seen as well company newsletters highlighting employee recognition, which is a great tool as well. But it doesn’t need to stop there.
Real-time recognition: Encourage immediate feedback and don’t be afraid to remind others to do it too! When an achievement happens, whether big or small, recognizing it in the moment rather than waiting for a formal event makes the gesture more genuine. It can be as simple as a quick email, message, or a casual (but intentional) "thank you" in a team meeting.
Recognition “shout-outs” in meetings: At the beginning or end of team meetings, set aside a few minutes for employees to give each other "shout-outs" for a job well done. This reinforces recognition as a team-driven behavior rather than something that only comes from the top down. If doing something like this, it may be incumbent on leaders to recognize patterns emerging where the same people are left out or the same people are aways recognized. So be aware, and encourage subtle intentional actions amongst the groups.
Create a peer recognition program: Set up a monthly or quarterly program where employees nominate their peers for outstanding contributions. This can be a low-pressure and fun way for people to highlight their colleagues, and it spreads the responsibility of recognition throughout the team. I’ve seen this done successfully, where organized have based criteria on the company values.
Celebrate small wins: Create opportunities for quick celebrations—whether it's hitting a project milestone, completing a challenging task, or showing improvement. This could be a five-minute "celebration break" or a casual lunch outing (if funds are available to do so). It can be as simple, creative, silly as you want. Just make sure it makes sense to those receiving it LOL. I once suggested a team trip to the local dump to promote team building. I was quickly reminded that what sounds like a killer idea to me, doesn’t resonate the same with others. I digress, and simply suggest that the activities should be spontaneous and low-pressure, reinforcing the idea that recognition doesn’t always have to wait for formal occasions.
Team-building activities: Organize team-building activities that are centered around collaboration rather than competition. This can help people naturally recognize each other’s strengths and contributions in a non-competitive setting. Examples could include group problem-solving exercises, brainstorming sessions, or even charitable volunteer activities. One of my favorites is what I call the ‘Appreciation Loop’. I didn’t make up the concept. When I was in grade three I believe, my teacher did it for my class. And the feeling of validation and gratitude I felt even at the young age was palpable. I’ve done it with my own teams as well since being a HR leader, and I can tell you the outcome was the same. Every group is different and it works with larger numbers so there is a bit of anonymity and mystery. But it’s a great place to start. So basically, in this activity each participant has a sheet of paper, and as the papers circulate, everyone writes something they appreciate about each person, they fold it about one inch so the note is kept private and the next person just sees a blank space to write on. Once everyone has written on all the space on the sheets, they are returned to their respective owners, who then get to read the positive messages from their colleagues. No need to read them out, but it’s worth taking a minute when everyone is done to appreciate the light and harmonious feeling in the room. It's a powerful way to foster appreciation, boost morale, and build a positive team dynamic. Don’t be shocked if it elicits tears in some 😉.
Model the behavior: Leaders should frequently model recognition in everyday interactions. When employees see leaders consistently and genuinely offering praise, it creates an environment where recognition is expected and encouraged.
Train leaders to recognize contributions fairly, but to not overthink it: For those senior leaders and HR folks, this is especially true. Make sure that leaders are trained to recognize contributions in a way that is inclusive and fair, ensuring that recognition is spread across the team. This could involve ensuring that quieter, behind-the-scenes contributors are just as valued as those who are more visible. This may also involve coaching them on how to communicate simply but effectively. Never take for granted the power of words and gestures during these simple tasks. But also give them the benefit and grace to make mistakes and challenge themselves.
Data-driven recognition: Use performance metrics to inform recognition. For example, an internal dashboard showing key performance indicators (KPIs) that highlight team members who are excelling can serve as an automatic reminder to give recognition. This takes the pressure off managers to remember to give praise and encourages objective, performance-based recognition.
Address the fear of favoritism: Make it clear that recognition is not about playing favorites but about celebrating contributions. Transparent recognition practices, where the reasons for praise are shared openly (e.g., recognizing specific actions and results), help reduce fears of favoritism. Ensure that employees understand why someone is being recognized so that it feels fair and earned. I like asking people for feedback from time to time too. Asking people the unexpected like, “hey do you feel we do a fair job at recognizing people” sometimes can go a long way. If done individually, some like the fact you care about their opinion, which can be the recognition they are looking for alone. Worked for me!
Normalize "thank you" Culture: Embed simple expressions of gratitude into your team's daily language. The more common it is to hear and say "thank you" for small, everyday actions, the more natural and frequent recognition will become.
Tie recognition to values: Align recognition with your company's core values. When someone exemplifies a key value through their work, recognizing them in that context not only reinforces the importance of the value but also makes recognition more meaningful.
Company-wide recognition events: Host periodic recognition events (quarterly or annually) that highlight outstanding performance across teams. Make sure the criteria are clear and that every team gets represented over time to avoid any sense of unfairness.
Highlight team contributions: Focus on both individual and team achievements. Recognition doesn’t always have to be about one person—it can be about celebrating how a group worked together to achieve a goal. This way, people feel that even if they’re not in the spotlight, their collective effort is appreciated.
Be creative: You can easily boost employee recognition by using the internet to find creative ideas. For instance, a quick Google search could lead you to fun, low-cost ideas. Moral of the story: Real-time, small-scale recognition matters A LOT. A quick, genuine and creative acknowledgment in the moment can have a huge impact. It’s about making employees feel valued in the here and now. Yah, more expansive approaches like flexibility, extra time off, or larger rewards are important too. But those ideas will be for another day. In the meantime start simple, start immediate, and tailor it to the individual.
Imbedding strategies into everyday communication and activities really can foster an environment where recognition is natural, frequent, and part of the company’s DNA. But it’s ok that it may take time. My best advice is be intentional starting out. And this advice isn’t just for leaders because everyone has the opportunity to influence others.
Feel free to reach out to me directly and chat about your experiences. I seriously love this stuff and love hearing from people about it.
Until next time, “ya better recognize!!!” 😉.
