Recognition when delivered poorly can destroy trust!

Research tells us that recognition is only effective when it’s personal, timely, and fair¹. A delayed or generic “Great work!” may feel nice for a moment, but rarely changes how people feel about their job.

In fact, fairness and consistency are key drivers of whether appreciation strengthens culture or erodes it. When employees see colleagues recognized transparently and equitably, they report higher trust and commitment². When recognition feels random or political, it breeds cynicism.

And here’s another insight: frequency matters more than formality. One study found that regular, informal recognition is more strongly linked to engagement than annual awards or bonuses³.

So if your appreciation moments are limited to birthdays, service anniversaries, or the occasional “thank you” email, you are missing great opportunities. Start small and notice often.

Name the specific behavior that helped the group move forward.

And if you need help finding genuine appreciation for some of the more prickly members of your team, send me an email. I can help!

Sources

¹Deloitte (2023). Time to Rethink Your Employee Recognition Strategy. Retrieved from deloitte.com.

²PMCID: PMC10083470 (2023). The Impact of Organizational Recognition on Fairness and Well-Being. Frontiers in Psychology.

³ResearchGate (2024). The Effect of Recognition and Appreciation on Employee Motivation and Performance..