The Importance of Employee Recognition

Let's face it — most of us don’t give enough recognition. And those that do, the “good job” feedback can be disheartening. Today’s blog post is on employee recognition — Do’s, Don’ts, and tools to help you be successful at continuing to build your peak-performance team by reinforcing positive behaviors and results.

The Power of Employee Recognition: Getting It Right with Strengths-Based Leadership

Recognition isn’t just a feel-good gesture—it’s a powerful driver of employee engagement, productivity, and retention. According to Gallup, employees who receive meaningful recognition are 4x more likely to be engaged at work and 56% less likely to be actively looking for a new job. Yet, only one in three employees say they’ve received recognition in the past week. That’s a huge missed opportunity for leaders.

So, how can you ensure that your recognition efforts truly make an impact? Here’s how to get it right.

The Do’s of Employee Recognition

✅ Make It Specific & Meaningful – A generic “great job” won’t cut it. Tailor recognition to highlight exactly what the employee did well and why it mattered. Example: “Your problem-solving on the project helped us meet our deadline—your Restorative talents made all the difference!”

✅ Recognize in Real Time – The sooner, the better! Timely recognition reinforces behaviors and shows employees their contributions are noticed and valued.

✅ Align Recognition with Strengths – A Strengths-Based approach ensures that recognition is authentic and meaningful. If an employee excels at building relationships (Relator, Individualization), acknowledge their ability to foster collaboration. If someone thrives on execution (Achiever), recognize their commitment to getting things done.

✅ Personalize the Approach – Not everyone likes public praise. Some employees prefer a quiet “thank you” in a one-on-one setting, while others enjoy team-wide recognition. Know your team members’ preferences.

✅ Encourage Peer Recognition – Leaders aren’t the only ones who should be giving recognition. Create a culture where teammates acknowledge each other’s contributions.

The Don’ts of Employee Recognition

❌ Don’t Make It One-Size-Fits-All – Not all employees are motivated by the same type of recognition. Customize your approach to fit the individual.

❌ Don’t Wait for Formal Reviews – Recognition should be frequent, not just an annual or quarterly event.

❌ Don’t Overlook Small Wins – Milestones and big achievements matter, but so do everyday efforts. Recognizing small contributions keeps employee motivation high.

❌ Don’t Be Vague or Insincere – Saying “good job” without context can feel shallow. Authenticity matters! Let them know what they did and why it was signficant. Tie it back to the Vision, Mission and Strategic Goals of the organization when possible.

❌ Don’t Only Recognize Outcomes – Acknowledge effort and growth, not just final results. Encouraging persistence and learning fosters long-term success.

Bringing Recognition into Your Leadership Style

Employee recognition isn’t just a “nice-to-have.” It’s a critical part of leadership that drives performance, strengthens engagement, and creates a positive work culture. When done right — aligned with strengths, personalized, and timely — it becomes a tool that not only boosts morale but also helps individuals and teams thrive.

BONUS ACTIVITY:

Download the activity guide to help you craft meaningful feedback for your team here.

Who can you recognize today? Start small, be specific, and watch how your team responds.