What if I told you that five minutes of your time could help reduce turnover in your organization by nearly 25%?
You’d probably think, “That can’t be right.” But according to research from WorkProud, that’s exactly what happens when employees receive recognition just once a month.
That’s it. Not a bonus, not a promotion. Just a sincere, well-delivered expression of appreciation.
The problem? Most of us are still getting recognition wrong.
Too often, recognition gets lumped in with rewards and awards—gift cards, points systems, performance trophies. Those things can be useful, but they’re just one small part of what makes people feel genuinely seen and valued at work.
The real magic happens in the small moments—the ones that don’t cost a thing but can mean everything. So let’s dig into what makes recognition truly meaningful—and how to make it easy, fast, and authentic.
1. Authenticity Comes First (and Everyone Can Tell)
You know when someone gives you a compliment that doesn’t feel quite right?
Maybe it’s vague. Maybe it feels like it’s hiding an ask. Or maybe it’s coming from someone who only says something when they want something.
That’s what bad recognition feels like at work.
In fact, when I interviewed hundreds of people about recognition, many shared the same sentiment: “I don’t trust it.” Why? Because their manager only compliments them right before asking for something. Or because they sandwich it between two pieces of negative feedback.
The antidote? Authenticity.
Before offering recognition, pause and ask yourself: “If this person left tomorrow, what would the impact be on me and the team?”
If that thought creates a pang in your chest, you’re probably already tapped into something real. Start there.
2. Be Specific. “Good Job” Isn’t Going to Cut It.
Generic praise is almost worse than no praise at all. It leaves people wondering: What exactly did I do well? Do you even know what I’ve been working on?
Instead of saying “Great presentation,” say:
“You did a really great job presenting today. I loved how you worked in the new policy updates—especially with those visuals. They helped drive the point home and made the message stick with everyone.”
Specificity shows that you were paying attention. It reinforces the behavior you want to see repeated. And it helps employees understand what success looks like.
3. Recognize the Process, Not Just the Outcome
We often default to praising results.
But the most meaningful recognition? It comes when we see the effort behind the result.
Try this:
“I’m guessing you spent hours putting that presentation together, maybe even over the weekend. And I know you’ve got a lot going on at home. I just want to say I really appreciate the intention, creativity, and time it took to make that happen.”
It’s a small shift—from outcome to process—but it signals that you truly see someone’s work.
When people feel like their hustle, their problem-solving, and even their sacrifices are noticed? They feel valued.
4. Highlight the Impact
Recognition becomes powerful when people understand the ripple effect of their work.
Don’t just thank someone. Let them know how what they did made a difference—for you, the team, the organization, or your customers.
“That presentation helped land the client. But even more than that, it gave me a weekend back with my family. I was able to rest, and I came back Monday energized. That was because of you.”
That’s how you connect the dots between contribution and impact. And when people understand how their work matters, they stick around.
5. Keep It Timely and Personal
Recognition has a short shelf life.
Waiting until the end of the quarter or the annual review? You’ve missed the moment. Recognition should be as close to real-time as possible. A quick message, a handwritten note, a verbal acknowledgment—it all counts, as long as it’s sincere and prompt.
And don’t worry about making it perfect. Just make it personal.
The fastest way to start? Make a list of people you work with regularly. Next to each name, write:
- What did they do recently that you appreciated?
- What effort went into it?
- How did it impact you or the team?
Then choose your method—Slack message, handwritten note, hallway chat—and send it.
Five minutes. That’s it.
Final Thought
Recognition isn’t complicated. But it does require a shift—from checking a box to seeing people deeply and expressing that value clearly.
The return? Better engagement. Lower turnover. A more connected, motivated workforce.
If that’s something your organization could use more of, start by recognizing the people already making it happen—today.
If you want to work on taking recognition to the next level, reach out to us. We’d love to help you build a culture where people feel seen, valued, and excited to show up every day.
