When is a gift not a gift? In Frank Herbert’s Dune, this question underscores a vital truth: an offering without intention or understanding behind it can feel hollow. This concept extends to the workplace. Gifts, bonuses, or compliments given without thought or authenticity can do more harm than good. Employers may think they’re showing appreciation, but employees might not feel recognized at all.
So how can employers celebrate their people in ways that feel authentic and meaningful—ways that resonate more than a paycheck ever could? The answer lies in intention, meaningful celebration, and a deeper understanding of what truly matters to employees.
When Does Appreciation Miss the Mark?
Recognition isn’t one-size-fits-all, and when it’s impersonal or careless, it can fall flat. Here’s how:
- Empty Compliments: An empty compliment can be more damaging than an insult—it reveals a lack of genuine care or understanding.
- Lack of Intentional Recognition: Comments like, “You’re crushing it!” might sound positive but can feel meaningless if the manager hasn’t taken the time to understand the employee’s actual contributions to their department or company.
- One-Size-Fits-All Gifts: A company-wide gift might excite some employees but feel impersonal to others. Without intentionality, it becomes a check-the-box gesture.
- Overlooked Efforts: Recognizing team wins without acknowledging individual contributions can leave some employees feeling invisible.
The Power of Intentional Recognition
Recognition has the most impact when it’s personalized and thoughtful. Here’s how to get it right:
1. Ask Intentional Questions
Don’t guess what your employees value—ask them. Tailor your questions to each department or team. For example:
- What motivates you most at work?
- How do you prefer to be recognized–publicly or privately?
- How does this department/team like to celebrate wins?
- What’s one thing we can do to make your day easier?
By asking intentional questions, you show that you value their unique perspective and care about their experience. The way you celebrate one employee/department may be totally different than another–and that can be a great thing!
2. Understand the “Why” Behind Their Work
Do you understand what drives your employees? Do you know their daily challenges and what success looks like to them? Real appreciation starts with recognizing their contributions and the effort behind them. Take time to learn:
- Their specific role and responsibilities
- Their tenure on the team/with the company
- Their professional background and interests in and out of work
- The impact of their work on the team and company
- The unique skills they bring to the table
When you acknowledge these details, your recognition becomes more meaningful and grounded. The phrase “You’re crushing it!” can now be intentionally given… or it may need rephrasing to reflect their performance/impact to their job and team.
3. Make Compliments Meaningful
A compliment like, “You handled that client issue with patience and creativity—thank you for going the extra mile,” carries far more weight than a generic “Great job.” Compliments grounded in specific actions or achievements show that you see and value their efforts. Specificity shows that you’re paying attention.
4. Recognition Through Opportunity
Sometimes the best form of recognition is trust. Assignments that showcase trust in an employee’s abilities—like leading a project or mentoring a new hire—can communicate, “I see your potential, and I believe in you.”
Recognition That Goes Beyond Money
While financial rewards are important, they aren’t the only—or even the most meaningful—form of appreciation. Here’s how to celebrate employees in ways that matter:
1. Tailored Celebrations
Celebrate employees in ways that align with their preferences. For instance:
- A team lunch for an extrovert who loves group settings.
- A handwritten note for someone who values personal connection.
- A flexible day off for someone juggling work and family responsibilities.
Pay attention to the specific, international ways of recognition that will resonate with an individual best. As stated earlier with our recommended questions, understanding who they are as a person, as an employee, and their individual responsibilities and preferences allows for a tailored reward or experience.
2. Identify Personal Triggers of Appreciation
Every employee has unique triggers that make them feel valued. These could be:
- Acknowledgment of their expertise in team meetings (versus preferring it one-on-one)
- Public recognition for a specific accomplishment (versus broader-based recognition)
- A private, heartfelt “thank you” from their manager (who will recognition mean the most coming from?)
Take time to observe and understand what lights up each individual. Whether it’s celebrating their work ethic, creativity, or problem-solving skills, tailoring your appreciation to their preferences can make your recognition efforts truly impactful.
3. Real Conversations
Sometimes, the most powerful form of recognition is a genuine conversation. Take time to express your gratitude face-to-face and listen to their feedback. Employees want to feel heard, understood, and valued.
Employees Are the Business
At the end of the day, employees drive your company’s success. Celebrating them isn’t just about perks or occasional shoutouts—it’s about:
- Recognizing their contributions with intention.
- Showing that their work matters and makes an impact.
Building a culture where appreciation is baked into everyday interactions.
Ask yourself: Do my employees feel seen? Do they know why their work is important? Recognition rooted in understanding and authenticity is more powerful than any paycheck or perk. When you celebrate your people, you’re not just building a culture of appreciation—you’re building a stronger, more connected organization.
