Recognizing Employee Achievements in Tech

Too often, work goes unnoticed. But people want to be seen. A recent statistic had me thinking: 37% of employees claim that increased personal recognition would significantly enhance their work output. This insight comes from an O.C. Tanner survey, which leveraged 1.7 million responses from employees across various industries and company sizes. Beyond just feeling nice, recognition emerges as the most impactful driver of motivation. It makes real-time feedback, personal appreciation, and meaningful rewards not just nice-to-haves — they're must-haves to fuel performance. Here are concrete ways you can supercharge your recognition efforts to resonate deeply with your team: (1) Spotlight Specifics: Highlight specific achievements. Hilton’s Recognition Calendar equips managers with daily actionable ideas that turn recognizing real accomplishments into a routine practice. (2) Quick Kudos: Swift praise is so important. Timeliness in recognition makes it feel authentic and maintains high motivation levels. (3) Tailored Cheers: Personalize your appreciation. Crowe's "Recognize Alert" system enhances recognition by transforming client praises into celebratory moments, encouraging recipients to pay it forward. (4) Genuine Thank-Yous: Don't underestimate the power of small gestures. Regular acknowledgments, whether through handwritten notes or intranet shout-outs, create a culture where appreciation is commonplace. You do it, others will do it too. (5) Big Picture Praises: Connect individual achievements to the company’s larger mission. Texas Health Resources celebrates personal milestones with personalized yearbooks that link each person’s contributions to the organization’s goals. Using these practices genuinely and consistently can make every team member feel truly valued and more connected to the collective mission. Each act of recognition builds a stronger, more engaged team, poised to meet challenges and drive success. #Recognition #Appreciation #FeelingValued #Workplace #Culture #Innovation #HumanResources #Leadership Source: https://lnkd.in/e8jUtHZH

A colleague had been coming to work every day for 7 years. Never missed a deadline or under-delivered. One day… he asked his manager for feedback on his contributions. The manager (minding their own business) said: "Oh, you're doing fine. Just keep doing what you're doing." You know what my colleague did? He quit the next day. Would I have advised him to do that? Probably not. Did he overreact? Absolutely not. You see… He had been receiving the same kind of answer for quite some time. So, even if his manager didn't know, he was already planning his ultimatum. And your team members might be planning theirs as well. Here's a stat that will blow your mind: According to a recent report from Gallup and Workhuman, employees who get meaningful recognition for their work are 45% less likely to leave their jobs. That's right. Proper recognition is the difference between retaining or losing your best talent. Here's what smart leaders understand about recognition at work: ✅ It drives professional development. ✅ It creates community and connection. ✅ It's a powerful antidote to stress and burnout. ✅ Recognition changes how people feel about their work. The data doesn't lie. Based on the same 2-year study, tracking 3,400 workers found something fascinating: → High-quality recognition = 45% higher retention. → Stronger sense of community among team members. → Lower stress levels reported by recognized employees. Here's what you can do today: 1. Create systems for consistent feedback. 2. Make recognition meaningful and specific. 3. Catch good behavior as it happens - don't wait. 4. Recognize people for who they are, not just what they do. Your people aren't just looking for a paycheck. They want to feel seen, valued, and appreciated. — P.S. Unlock 20 years' worth of leadership lessons sent straight to your inbox. Every Wednesday, I share exclusive insights and actionable tips in my newsletter. (Link in my bio to sign up). Remember, leaders succeed together.

🚨Recognition isn’t optional- it’s a retention strategy🚨. And when excellence becomes the norm and appreciation fades - so will your top performers. You depend on them. The whole team leans on them. They always show up and deliver- yet somehow their contributions fade into the background under the mindset of: “𝘞𝘦𝘭𝘭, 𝘵𝘩𝘢𝘵'𝘴 𝘫𝘶𝘴𝘵 𝘸𝘩𝘢𝘵 𝘵𝘩𝘦𝘺 𝘥𝘰." But how are you showing up for them?🤔 High performers thrive on purpose, not just pressure. And when they feel seen, supported, and valued, they keep showing up at that level...for you, the team, and themselves. But recognition isn’t one-size-fits-all. If your "go-to" team member:          ⭐𝐋𝐨𝐯𝐞𝐬 𝐠𝐫𝐨𝐰𝐭𝐡? Offer them a stretch project, mentorship opportunity, or a seat at the next strategy session. ⭐𝐂𝐫𝐚𝐯𝐞𝐬 𝐯𝐢𝐬𝐢𝐛𝐢𝐥𝐢𝐭𝐲? Give them credit publicly- in a company meeting, newsletter, or LinkedIn shoutout. ⭐𝐕𝐚𝐥𝐮𝐞𝐬 𝐩𝐞𝐫𝐬𝐨𝐧𝐚𝐥 𝐜𝐨𝐧𝐧𝐞𝐜𝐭𝐢𝐨𝐧? A handwritten note or a genuine, in-the-moment “thank you” from a leader they respect goes further than a gift card ever will. ⭐𝐍𝐞𝐞𝐝𝐬 𝐭𝐢𝐦𝐞 𝐭𝐨 𝐫𝐞𝐜𝐡𝐚𝐫𝐠𝐞? Surprise them with extra PTO or a long weekend as a meaningful “thank you” for carrying the load. ⭐𝐇𝐚𝐬 𝐠𝐨𝐧𝐞 𝐚𝐛𝐨𝐯𝐞 𝐚𝐧𝐝 𝐛𝐞𝐲𝐨𝐧𝐝? Consider a personalized bonus, travel stipend, or tickets to something they love. Great leaders and companies must invest in their solution experts. Let them know... “𝘞𝘦 𝘴𝘦𝘦 𝘺𝘰𝘶. 𝘞𝘦 𝘬𝘯𝘰𝘸 𝘺𝘰𝘶. 𝘞𝘦 𝘷𝘢𝘭𝘶𝘦 𝘺𝘰𝘶.” And that type of commitment? It’s what keeps your best people from not looking elsewhere. Want to retain the people solving your biggest problems? 📢Start by showing them just how much they matter.

🚨 Want to keep your best people? Start recognizing them, or someone else will. High performers thrive on recognition, but getting it right is an art. A one-size-fits-all approach won’t cut it. Some people love the spotlight, while others prefer private acknowledgment. Knowing these preferences allows you to genuinely honor their contributions in ways that resonate. I’ve had team members who preferred a simple, private “thank you” over public praise. For them, a thoughtful note or a quick one-on-one meant more than a team-wide announcement. On the other hand, some teammates craved public recognition—it fueled their drive and encouraged them to keep pushing forward. By blending private and public praise, you affirm their value and boost morale in a way that truly sticks. EOY is the perfect time to reinforce this recognition. These conversations at year-end provide an opportunity to share with top performers where they've made a real difference. Let them know you see their hard work, not just to boost morale but to cement their loyalty, especially as recruiters start reaching out early in the new year. This is also a key moment to share concrete outcomes they’ve driven, so they understand that these top contributions are top of mind for you as you head into performance reviews season. Here are three ways to nurture your top talent: 🏆 Celebrate specific achievements — Go beyond “good job.” Recognize exact accomplishments and metrics that made an impact. Show them you value their tangible contributions. 🌱 Offer growth opportunities — High performers want to keep learning. Offer projects, responsibilities, or mentorships that challenge them and broaden their skills. 🚀 Build a clear pathway for advancement — Make sure they know there’s room to grow within the organization. A well-defined path helps retain talent, ensuring they feel valued and motivated to stay. Recognition isn’t about inflating egos—it’s about showing your team that their hard work matters. When top talent feels appreciated, they’re inspired to keep delivering excellence, pushing the entire organization forward. #Leadership #Clarity #HighPerformers #Growth If this resonates, follow Tapan Kamdar. 📌 Interested in growing as a leader? Get my free newsletter: https://lnkd.in/dRjtpxBA