.png)
Why recognition matters more than people admit.
Recognition isn’t “nice.” It’s information.
It tells people: what good looks like here, what gets valued, and whether effort is seen. When recognition is inconsistent or vague, teams default to guesswork — and motivation quietly drops.
What most people get wrong: They wait for big wins
Most leaders only recognize outcomes (“Great launch!”) or rare moments (“Amazing quarter!”). That misses the daily behaviors that actually produce results — the preparation, the collaboration, the initiative, the follow-through.
A better approach: recognize the behavior, not just the result.
Use this simple framework anytime you see good work...
The 4-Part Recognition Script (fast, specific, repeatable)
- Name the behavior: What they did — clearly and concretely.
- Name the impact: What it changed — for the team, customer, timeline, quality, or risk.
- Name the value it reflects: The principle you want repeated (ownership, craft, speed, care, clarity, etc.)
- Point to the future: What you want more of — or where it can be applied next.
Make recognition easy by choosing the right moment
Use these “lightweight” formats so it doesn’t become a ceremony:
- In-the-moment: right after the behavior you want repeated
- Public: when it helps teach the team what “good” looks like
- Private: when it’s personal effort, sensitive, or about growth
- Written: when you want it to stick (and be forwardable)
A simple weekly cadence that scales
If you want this to become part of culture (not a random act), try this:
- 2 minutes daily: send one specific “behavior + impact” message
- 5 minutes weekly: share 2 shoutouts in a team channel (rotate who you notice)
- 10 minutes monthly: nominate 1 person outside your direct team (cross-functional recognition builds trust fast)
A recognition cheat sheet (so you’re never stuck)
Recognize these repeatable behaviors:
- Unblocking others
- Raising risks early
- Owning the messy middle
- Improving a process
- Making decisions clearer
- Turning feedback into action
- Helping a teammate look good
- Protecting focus and priorities
What to say when it feels awkward
If recognition feels “cringe,” keep it short and factual:
- “I noticed ___.”
- “It helped because ___.”
- “More of that.”
If you want to go deeper with your team, we also offer a self-guided workshop on Celebrating Small Wins for $249. If you want more info on the workshop, simply respond here.
