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Let’s face it: Most managers are stretched thin, running from meeting to meeting, juggling multiple priorities, and they are often just working to keep their heads above water. So, when we tell our people leaders that meaningful and regular recognition can double their teams’ engagement and productivity, it may sound like wishful thinking to them—or worse, just another task on their ever-growing to-do list.
But here’s the truth: When done right, meaningful and consistent recognition is one of the most powerful tools leaders can have in their toolbox. It’s not about handing out gold stars or automated kudos. It’s about reinforcing the behaviors and contributions that move the needle. When employees are recognized for doing the right things, they’re more likely to repeat them. Then, when those moments are tied to company values and goals, the magic happens: Employers foster a culture of belonging, increase productivity and bolster employee satisfaction.
Culture trickles down—so, start at the top
We know recognition isn’t just a “nice-to-have,” it’s a strategic imperative. Yet, too often, it’s sidelined or put on the back burner. Why? Many organizations treat it like a transactional task, not a transformative tool. It’s time to change that narrative.
Senior
