Praise That Pays Off: How to Recognise Your Team (Without Feeling Awkward)

Let’s be honest, giving praise can feel a bit weird. You don’t want to come across as fake, cheesy, or worse… like you're ticking a box. But here’s the truth: recognition isn’t fluff. It’s fuel.

Done right, it boosts performance, lifts morale, and builds a team that actually wants to show up and do great work.

And the best part? It doesn’t cost a cent.

Here’s how to recognise your team in a way that’s real, regular, and ridiculously effective.

Why Recognition Matters More Than You Think

Recognition isn’t just a nice-to-have. It’s one of the most powerful (and underused) tools in leadership.

Here’s what it does:

• Increases engagement and motivation

• Reduces turnover and burnout

• Builds trust and loyalty

• Reinforces the behaviours you want more of

When people feel seen, they show up differently. And when recognition becomes part of your culture, performance goes up without you having to push so hard.

Public vs Private Praise: Know Your People

Not everyone wants a standing ovation at the team meeting. Some people thrive on public praise, others would rather get swallowed by a sinkhole.

Pro tip: Ask your team during onboarding how they prefer to be recognised.

Here’s a quick cheat sheet:

• Public praise: Team meetings, Slack shoutouts, internal newsletters

• Private praise: 1:1 chats, hand-written notes, personal emails

Get this wrong, and your recognition might feel uncomfortable or worse, inauthentic. Get it right, and it hits deep.

Be Specific, Not Fluffy

“Great job last week!” is… fine. But it won’t land the way you want it to.

The best recognition is:

• Specific (what exactly did they do?)

• Timely (as close to the action as possible)

• Meaningful (why did it matter?)

  
  

Try this formula: “Hey [Name], I really appreciated how you [action]. It made a real difference to [result].”

Example:“Hey Jo, I really appreciated how you handled that tricky client call with empathy and clarity. It turned what could’ve been a meltdown into a win—and that kind of leadership matters.”

Make It a Habit, Not a One-Off

Random praise is better than none but systems win every time.

Here are three ways to make recognition a weekly rhythm:

1. Weekly Wins Round-Up

Add a standing agenda item to your Monday or Friday meeting: “Who deserves a shoutout this week?” Let the team nominate each other.

2. Recognition Slack Channel

Create a #wins or #kudos channel. Encourage public praise in real time. Bonus: it builds visibility across the business.

3. 1:1 Praise Bank

Keep a private note for each team member with specific wins or contributions. Use it during performance reviews or personal check-ins.

You’ll never be scrambling to remember what someone did six months ago.

The Hidden ROI of Praise

Recognition isn’t just feel-good stuff. It’s one of the cheapest, fastest ways to:

• Improve retention

• Increase discretionary effort

• Strengthen your culture

You want a high-performing team? Start by catching people doing things right.

Ready to Build a Recognition Culture?

You don’t need to be over-the-top. You just need to be consistent.

Make recognition:

• Part of your weekly workflow

• Tailored to the individual

• Tied to the values and goals of your business

Want help making this a habit? Grab our Team Success Sync template. It’s a plug-and-play rhythm to keep your team aligned, appreciated, and performing.

🎯 Download it here

Because when people feel seen, they shine. And when your team shines, so does your business.