Recognition.
In one of my cornerstone posts, I explored how recognition strengthens the relationship between
people and their managers. A simple, sincere “I saw what you did, and it mattered” can be
more powerful than any formal reward program.
Recognition increases engagement by reinforcing desired behaviors and showing people they are
valued as individuals. Yet too often, it is inconsistent and left to annual reviews or occasional
award ceremonies. Organizations with strong recognition programs see 31% lower
voluntary turnover and are 12 times more likely to have strong business outcomes
(SHRM/Globoforce).
Everyday Moves:
Genuinely recognize at least one person each day, in real time, tied to something specific
they did.
Link recognition to your values so people see the connection between what they did and what
matters most in your organization.
Encourage peer -to-peer recognition . Invite team members to share “recognition shout -outs” in
meetings or on your internal channels.
When recognition is regular and intentional, it becomes part of the culture rather than a box to
check. It signals that contributions are noticed and appreciated in the moment, not just during
scheduled events. This creates a steady source of energy and mo tivation for your team.
Recognition is a core responsibility of effective managers, and it should be delivered with
meaning, not as a scripted task.
Engagement thrives where recognition is a habit, not an afterthought and that habit
strengthens the entire people experience.