Employee Recognition: 7 Leaders Share their Mistakes (and What They Learned)
In today’s competitive workplace, the importance of effective employee recognition can’t be overstated. As shared by a Founder & CEO and a Chief Marketing Officer, the journey to mastering this aspect of leadership is filled with valuable lessons. In this article, discover how one expert emphasizes the need for personalized recognition, while another highlights the significance of genuine, consistent thank yous. With six unique insights from top industry professionals, this post offers a comprehensive guide to refining employee recognition strategies.
- Personalize Employee Recognition
- Prioritize Real-Time Recognition
- Recognize Multiple Employees Transparently
- Create Clear Recognition Criteria
- Maintain Open Communication Channels
- Use Genuine, Consistent Thank Yous
Personalize Employee Recognition
One of my errors regarding employee recognition was not personalizing the acknowledgment of individual contributions. Instead, I leaned towards a one-size-fits-all solution from the very beginning, where I started recognizing members of the teams in meetings without considering their unique preferences and what would aptly recognize their achievements. With the best intentions, I have found that some employees were uncomfortable with public recognition while others wanted it done. This has created mixed feelings about the recognition process.
I learned to understand from this that recognition must be made according to an individual’s preference and commitment. I take my time now to understand how every member of the team wants to be recognized. Members might require public acknowledgment, while others require some private thank you or a handwritten note.
I pay attention to being as specific as possible about what they are being recognized for and try to call out their unique contribution and impact on the team. Being particularistic like that helped create a more inclusive culture where employees feel valued and appreciated in ways that resonate personally with them. Morale and engagement have gone through the roof as a result, which has really driven home the message that recognition needs to be meaningful and individualized for each person.
Sheraz Ali
Founder & CEO, HARO Links Builder
Prioritize Real-Time Recognition
I used to delay recognizing employee achievements, thinking it was fine to save it for formal reviews or larger team meetings. I thought combining recognition with other updates made it more meaningful, but it had the opposite effect. By the time I got around to acknowledging their hard work, the moment had passed, and it didn’t carry the same weight. Employees didn’t feel seen in the moment, and the delay made their efforts feel overlooked, even if that wasn’t the intention.
Now, I make recognition a priority and ensure it happens in real-time or as close to the achievement as possible. Whether it’s a quick shoutout during a team meeting, a handwritten note, or even a one-on-one acknowledgment, addressing their accomplishments immediately has made a big difference. It shows that their contributions are noticed and appreciated when it matters most, which has boosted morale and engagement across the team.
Tracie Crites
Chief Marketing Officer, HEAVY Equipment Appraisal
Recognize Multiple Employees Transparently
One of the important mindset shifts I’ve made when it comes to recognition is the idea that recognizing only a single employee for their good work can be toxic, especially when our recognition criteria are opaque. Those who miss out on this recognition can come to see it as nothing more than a popularity contest. Instead, we tend to recognize multiple employees for positive achievements wherever possible, and if we are going to declare one “winner,” we’ll do it in situations where we have clear, transparent metrics to support our decisions and can also give a nod to those who achieved almost as much by the same metrics.
Nick Valentino
VP of Market Operations, Bellhop
Create Clear Recognition Criteria
The mistake I made in employee recognition was not having clear criteria for what deserved acknowledgment. Early on, I thought recognizing effort or results as I noticed them would keep morale high and show appreciation. While well-intentioned, this led to confusion among the team. Some felt they were overlooked, while others didn’t fully understand why certain achievements were being celebrated. It was clear that my approach lacked consistency, which made it harder for employees to see a direct connection between their efforts and recognition.
I adjusted this by creating a clear framework for recognition. We outlined specific milestones and achievements that would be celebrated, such as meeting a certain number of client approvals, securing exceptional client feedback, or demonstrating outstanding teamwork during complex projects. I made sure these criteria were communicated clearly during team meetings so that everyone knew what was being evaluated and celebrated.
Shaun Bettman
Chief Mortgage Broker, Eden Emerald Mortgages
Maintain Open Communication Channels
The biggest mistake that I have made in employee recognition was recognizing an employee who was getting ready to quit (and did quit after the recognition and bonus). If an employee already has “both feet out of the door” recognition may not be enough to keep them. Our communication had broken down, and this is what led to the employee leaving. What I have learned is that open streams of communication are critical for maintaining a positive and productive work environment. We have also made it easier and more convenient for our team to provide feedback.
Beryl Krinsky
Founder & CEO, B.Komplete
Use Genuine, Consistent Thank Yous
One mistake we made in employee recognition was relying too heavily on gift cards and monetary rewards. These created short-term satisfaction but failed to build lasting impact. We realized that a simple, genuine “thank you,” delivered in a consistent, intentional way, mattered more. Recognition became part of our culture, not a rare event tied to a prize. This shift created deeper connections and long-term motivation.
Chris Dyer
Keynote Speaker On Culture, Leadership Speaker
Submit Your Answer
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