Recognition: A Lesson from Three Managers
Employee recognition is a simple and effective way to improve morale, engagement, and retention. However, many leaders struggle to get it right. Recognition done well can inspire loyalty and drive performance.
I once had a manager who didn’t believe in recognizing employees. Not one bit. Her philosophy was simple: “You’re meeting expectations. Your paycheck is your recognition.”
When people picked up extra shifts, worked doubles, or went out of their way to accommodate guests and resolve customer issues, she said nothing. Not a single word of acknowledgment. Her behavior didn’t inspire anyone to go beyond their basic job duties. The work became purely transactional. Show up, do the job, go home.
Then there was another manager who technically recognized employees, but only because she thought she had to. At the end of every shift, she’d sit at her desk, head buried in her work, and mutter a monotone “thank you” as each employee walked by. She had read that leaders should thank their teams but her tone was robotic and detached. Her words lacked meaning because they lacked sincerity.
And then there was the manager who got it right.
After particularly tough days or challenging guest situations, he’d stop by my desk and ask me to take a walk around the property with him. During those walks, he’d mention specific things he noticed: how I stayed late to help clean rooms or how I handled a difficult guest with patience and professionalism. His recognition was personal and genuine. He didn’t rely on formal programs or scripts. He noticed and cared enough to say something.
That’s what real recognition looks like.
I’ve worked for companies that tried to formalize recognition through programs like “Employee of the Month” or “Manager of the Quarter.” Sometimes those programs worked beautifully because they were fair, consistent, and transparent. But in other cases, they turned into popularity contests that bred resentment instead of motivation. Recognition done wrong can create just as much damage as no recognition at all.
Recognition done right can be one of the most powerful tools a leader has. It strengthens trust, increases engagement, and boosts retention. Recognition, when done wrong, can discourage employees and damage morale.
Recognition that Works
The most effective recognition blends formal and informal approaches. The key is that it feels meaningful and authentic.
Formal recognition programs can include:
Service awards
Performance bonuses at the end of a big project
One-time discretionary bonuses to thank an employee for a job well done
Informal recognition could be:
A sincere thank-you note
Peer-to-peer recognition
Team celebrations or shout-outs
A personal conversation acknowledging effort
What Great Recognition Does
When employees feel genuinely appreciated, they’re more engaged, more loyal, and more likely to go above and beyond. Recognition builds trust, strengthens relationships, and fosters pride in the work people do every day. It reminds employees that what they do matters.
Employees want to feel seen, valued, and appreciated for their contributions. A heartfelt “thank you” means far more than a pizza party ever will (although pizza parties are fun). To create a successful recognition program, ask your employees what they want and what they find meaningful. Involve them in the process to build a strong culture of recognition. You may be surprised by the results.
Schedule a call today to talk about actionable steps you can take to create a culture of recognition and increase employee retention.
