Great Job! Why recognition needs a rethink
Why workplace recognition needs a rethink. Did you shout ‘great job, team!’ this week, perhaps with a triumphant air punch?
Recognising and appreciating good work is a key leadership skill, but doing it inconsistently can sink morale faster than you can say “project deadline.”
Picture this: you’ve slogged through a tough project, and… nothing. Not a word. Then, a colleague gets applauded for something minor. Annoying, right?
That’s the danger of patchy praise. It leaves people feeling overlooked and unmotivated.
Recognition shouldn’t be a rare event
Appreciation isn’t just for the big wins. It needs to happen consistently and sincerely - whether it’s celebrating a major milestone or acknowledging smaller efforts that keep the wheels turning.
When you only highlight certain achievements, the unspoken message is clear: not all contributions matter. That breeds dissatisfaction and disengagement.
So, how do you avoid patchy praise?
1. Be specific and genuine
Instead of a vague “great job, team,” call out individual contributions. Say why their effort mattered.
For example: “You handled that tricky client meeting so well - it kept the project on track and eased everyone’s workload. Well done!”
Public shout-outs in team meetings are great for fostering a culture of appreciation. But don’t forget quieter, one-on-one praise - it’s gold for those who shy away from the spotlight.
Bit Famous works with businesses and organisations to help them communicate with confidence.
By Penny Haslam
MD and Founder - Bit Famous
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2. Build recognition into your routine
Make it a habit. Whether it’s:
- Regular shout-outs in team meetings
- A quick thank-you email
- A moment in every one-to-one to acknowledge recent wins.
Consistency shows people their efforts are valued - and it creates a culture where everyone feels seen.
Don't forget, if you have a multi-generational workplace, consider tailoring your approach to the individual. So, is that a thank you card? Or a voucher for an escape room?
Research suggests older colleagues like private praise that values their commitment, while young people require more frequent recognition. (Gallup)
3. Don’t forget gratitude
Your team’s success is your success, too. Show them you’re thankful!
A leader once told me she felt frustrated when her own achievements weren’t recognised by senior management. When I asked if she showed her team gratitude - maybe by taking them out for drinks or bringing in doughnuts (or a healthier alternative!) - she looked horrified. She hadn’t.
The lesson? Start from where you are. A little thanks goes a long way.
Why it matters
Consistent recognition isn’t just about being nice. It’s about reinforcing the behaviours and contributions you want to see more of.
When people feel appreciated, they’re more engaged, more committed and they approach their work more confidently.
So, go ahead. Spread some praise. The results will speak for themselves.
