How Do You Recognize the People on Your Team?
Dec 14, 2025
How do you recognize the people on your team?
Based on what YOU think they need?
Or what THEY actually want?
Here's what happens in most work cultures:
- A high performer knocks it out of the park.
- Leadership responds with a bonus, a new project, and more responsibility.
- The performer smiles, says thank you, and six months later, they're gone.
Sound familiar?
Dr. Meghan Waldron told me something highly significant on her Work Positive Podcast episode: "I think it's really important to ask intentionally how people want to be recognized. A lot of times we think people want monetary recognition, more contracts, more responsibility. But their answers were things like: 'I just want a text to say that I'm doing a good job' or 'Can you just let me know that I'm on track.'"
Does your elaborate reward system include what people are really starving for–a simple "you matter to me"?
This Slight Difference Transforms Everything
Here's what most leaders miss: Recognition is about performance. Appreciation is about people.
Recognition says, "Great job on that project."
Appreciation says, "I see you. I value you."
Recognition is transactional. Appreciation transforms.
Research shows that when culture fit aligns and appreciation is consistent, you reduce turnover by 20-30%. Every time someone walks out the door, it costs your organization between 100-1,000% of their salary to replace them. Do the math. The recognition gap does more than just hurt people. It drains your budget.
Customize to Maximize Culture
Sara Schaeffer shared something brilliant about resilient cultures in our Work Positive Podcast conversation: "Positivity is more about the capacity to handle what comes your way and still choose to move forward. It's not rose-colored glasses. It's resilience."
The same principle applies to recognition. One-size-fits-all appreciation is like one-size-fits-all leadership. Nobody wears it well.
Some people light up with public praise. Others want a quiet conversation. Some treasure handwritten notes. Others just want you to ask about their energy level and actually listen to the answer.
Do you know which one matters to each person on your team?
3 Steps to Recognize Better
- Ask Each Person
This week, literally ask: "How do you prefer to be recognized for your contributions?" Write it down. Honor it. Stop assuming. Start asking. - Separate Recognition From Appreciation
Recognize performance when it happens. And tell someone you appreciate who they are as a person. "I appreciate how you always think about the team first." That's appreciation. Practice both. - Make It Visible and Consistent
Recognition that happens behind closed doors or once a year doesn't build culture. Create rituals like team shout-outs, thank-you texts, and weekly appreciation moments. Small, consistent actions compound into massive Work Positive culture shifts.
The Work Positive Bottom Line
People don't leave companies. They leave cultures where they feel unseen, unheard, and unappreciated as human beings.
When you differentiate between recognizing what people do and appreciating who they are, you create an environment where belonging thrives. And when people belong, they stay. They grow. They bring others with them.
The recognition gap isn't about doing more. It's about doing it right—customized, consistent, and genuinely human.
Who on your team needs to hear today that you see them, not just their output?
Got some burning questions? Ask Dr. Joey here.
Taken from Dr. Joey's newest book, Do Another One Thing: Another 15 Experts Share Their Secrets To Work Culture Success
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