Recognition in Project-Based Teams

How to Make Your Team Feel Truly Valued and Appreciated In today’s fast-paced world, recognizing your team’s efforts is no longer optional—it’s essential. When people feel valued, they’re more engaged, motivated, and productive, fueling a workplace culture where everyone thrives Recognition works best when it’s specific. A vague “Good job” might feel empty, but something like, “Your detailed planning ensured the Smith project exceeded expectations,” connects their effort to real outcomes, showing them their work matters. Tie praise to results, whether it’s improved customer satisfaction, cost savings, or innovative problem-solving. Not everyone enjoys the same type of recognition. While some appreciate public shoutouts in meetings, others prefer private words of gratitude or a thoughtful note. Knowing how each team member prefers to be acknowledged ensures your appreciation feels personal and meaningful. Recognition isn’t just for leaders—encourage peers to celebrate each other, creating an environment where appreciation is a shared responsibility. Small moments of acknowledgment between team members foster camaraderie and make the workplace more inclusive. As a leader, you can set the tone by celebrating wins, big or small, and making recognition part of the daily rhythm. Timeliness and authenticity are key. Acknowledging efforts soon after they happen makes your appreciation feel genuine, and consistency builds trust over time. Even with constraints like tight budgets, small yet sincere gestures—like a team-wide email or a simple “thank you” in the moment—can have a lasting impact. Finally, keep evolving. Ask your team how they want to be recognized and adapt your approach based on their feedback. A willingness to listen and improve shows that you value not just their work, but their experiences too. When recognition is intentional and authentic, it boosts morale, builds trust, and fosters a workplace where people feel motivated and valued—a small effort with big rewards. #nyraleadershipconsulting

Your recognition program is hurting your culture. Not helping it. A leader once thought their annual awards ceremony was enough. But their team felt unseen and undervalued. Sound familiar? 87% of recognition programs focus on tenure. Not on behaviors that drive performance. Recognition isn't about: → Annual awards ceremonies → Generic "good job" emails → Quarterly gift cards → Public praise that makes introverts cringe It's about seeing what others miss. The best leaders I know understand: 1. Specificity and Timing Matter → Don't just say "great work"—say what made it exceptional + impact. → Small, immediate recognition beats big, delayed praise. 2. Recognition Preferences Vary → Ask your people how they want to be recognized → Some crave the spotlight, others prefer quiet conversations. 3. System Over Sentiment → Create a recognition rhythm. → Block time each week to notice what's working, not just what's broken. 4. Consistency is Key → Make recognition a regular part of your routine, not an occasional gesture. →Consistent recognition builds trust and reinforces positive behaviors. 5. Empower Peer Recognition → Encourage team members to recognize each other = culture → Peer recognition can be just as powerful as recognition from leadership. Research shows teams increase productivity by 14% with effective recognition Not by working harder But by noticing better. The leaders who build high-performing cultures? They don't have more time than you. They just leverage recognition as a multiplier. How do you recognize your team's efforts? 

Appreciation isn't just nice—it's necessary.   Imagine completing a challenging project, pouring weeks of effort into every detail. You submit the final deliverable, and... silence. No acknowledgment. No "thank you." Just another task completed.   This scenario plays out in workplaces everywhere, leaving professionals feeling undervalued. According to a Gallup poll, only 1 in 3 workers strongly agree that they received recognition for doing good work in the past seven days.   Appreciation isn't about empty praise or generic "good job" comments. It's about genuinely honoring the work your employees do and showing them that their efforts matter.   ---7 strategies to make your appreciation more meaningful---   1. Prioritize Daily Recognition ➡Action: Set a daily 5-minute "Recognition Reminder." Use this time to send a specific, thoughtful thank-you email or give a verbal acknowledgment to a team member about their recent work.   2. Showcase Achievements ➡Action: Create a "Weekly Achievements Board" (physical or digital). Highlight team members notable accomplishments, regardless of scale, honoring the effort behind each task.   3. Personalize Your Appreciation ➡Action: Take the "5 Languages of Appreciation" quiz with your team (see comments for more info). Tailor your recognition to each person's preferred style, making your appreciation more impactful.   4. Celebrate Incremental Progress ➡Action: Implement "Progress Check-ins." Start each week by recognizing steps taken towards larger objectives, honoring the journey as much as the destination.   5. Foster Open Appreciation ➡Action: Introduce "Recognition Rounds" in team meetings. Each person shares one thing they appreciate about a colleague's recent work, creating a culture of mutual respect and acknowledgment.   6. Provide Specific Impact Statements ➡Action: Develop "Impact Statements." Regularly share examples of how someone's work made a difference, linking their efforts to organizational goals.   7. Combine Recognition with Growth Opportunities ➡Action: Combine recognition with growth opportunities. "Excellent work on X! I'm excited to see how you'll apply these skills to Y."   Appreciation is a key factor in maintaining your team's motivation and engagement.   Reflect on a time when you felt genuinely appreciated at work. What made it meaningful? Share your experience below to inspire others and foster more such moments!

My role as a leader today? To give my team what they need to thrive. -Not here to issue orders. -Not here to micromanage. -Not here to hover over every move. (And let’s be honest - I’ve got better things to do 😊) Sadly, that’s not how many teams are being led. I see too many leaders who suffocate potential: ➝ Ideas die in endless approvals. ➝ Micromanagement kills creativity. ➝ Growth takes a backseat to control. If you want a team that thrives, not survives… Here’s what you need to do: ➡️ Give real responsibility ↳ Hand over entire projects, not just tasks. ↳ Let them own the outcome, not just the process. ↳ Step back and trust their decisions. ➡️ Create psychological safety ↳ Reward contrarian thinking. ↳ Make "I disagree" a welcome phrase. ↳ Admit when you're wrong - lead by example. ➡️ Turn feedback into action ↳ Document every suggestion. ↳ Show exactly how you implemented it. ↳ Circle back on what couldn’t be done (and why). ➡️ Celebrate the small wins ↳ Build a habit of weekly recognition. ↳ Highlight process improvements, not just results. ↳ Celebrate effort, not just outcomes. ➡️ Invest in hidden potential ↳ Set aside real budget for growth. ↳ Let them choose their own learning path. ↳ Give time during work hours to learn. ➡️ Rotate leadership ↳ Create project-based leadership roles. ↳ Let different team members lead meetings. ↳ Share client-facing opportunities. ➡️ Make success a team sport ↳ Give credit in public, feedback in private. ↳ Share the spotlight in executive presentations. ↳ Let them present their own wins. This isn’t just a business problem. → Parents: Let your kids fail forward. → Teachers: Create leaders, not followers. → Mentors: Guide, don’t prescribe. Because when you give people ownership, trust, and space to grow - they don’t just perform, They raise the bar to what’s possible. What’s the best thing a leader ever did for you? I’d love to hear 🙏 ♻️ Repost to help create stronger teams ➕ Follow Cristina Grancea for more       purpose-driven leadership insights

𝐑𝐞𝐜𝐨𝐠𝐧𝐢𝐭𝐢𝐨𝐧 𝐈𝐬 𝐍𝐎𝐓 𝐚 𝐍𝐢𝐜𝐞-𝐭𝐨-𝐇𝐚𝐯𝐞 Many leaders still think of recognition as a soft, optional thing. A “nice-to-have” once the real work is done. But here’s the truth: Recognition is a 𝗱𝗿𝗶𝘃𝗲𝗿 𝗼𝗳 𝗽𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝗻𝗰𝗲.   And a 𝗿𝗲𝘁𝗲𝗻𝘁𝗶𝗼𝗻 𝗹𝗲𝘃𝗲𝗿.     And a 𝗰𝘂𝗹𝘁𝘂𝗿𝗲-𝗯𝘂𝗶𝗹𝗱𝗶𝗻𝗴 𝘁𝗼𝗼𝗹. When people consistently do good work and it goes unnoticed, this is what happens: They disengage They stop going the extra mile Or worse — they leave Not because they need praise. But because they need to know 𝐭𝐡𝐞𝐢𝐫 𝐜𝐨𝐧𝐭𝐫𝐢𝐛𝐮𝐭𝐢𝐨𝐧 𝐦𝐚𝐭𝐭𝐞𝐫𝐬. And they need to know what they should keep doing to perform even more. 💡 What gets recognised gets repeated. What gets ignored disappears. 𝐒𝐨 𝐡𝐨𝐰 𝐝𝐨 𝐲𝐨𝐮 𝐝𝐨 𝐫𝐞𝐜𝐨𝐠𝐧𝐢𝐭𝐢𝐨𝐧 𝐰𝐞𝐥𝐥? ✅ 𝗕𝗲 𝘁𝗶𝗺𝗲𝗹𝘆 Recognition delayed is recognition forgotten and denied. Don’t wait for the performance review: Say it when you see it! ✅ 𝗕𝗲 𝘀𝗽𝗲𝗰𝗶𝗳𝗶𝗰 “Great job” is nice, but “The way you led that unhappy client call with calm and clarity was very professional and effective” is meaningful. And it will encourage them to do the same, again and again. ✅ 𝗥𝗲𝗰𝗼𝗴𝗻𝗶𝘀𝗲 𝗯𝗲𝗵𝗮𝘃𝗶𝗼𝘂𝗿𝘀, 𝗻𝗼𝘁 𝗷𝘂𝘀𝘁 𝗼𝘂𝘁𝗰𝗼𝗺𝗲𝘀 Especially when effort was high and results were impacted by external factors. People need to feel seen for HOW they showed up, not just what they delivered. ✅ 𝗠𝗮𝗸𝗲 𝗶𝘁 𝗮𝘂𝘁𝗵𝗲𝗻𝘁𝗶𝗰, 𝗻𝗼𝘁 𝗮 𝗰𝗵𝗲𝗰𝗸-𝘁𝗵𝗲-𝗯𝗼𝘅 𝗲𝘅𝗲𝗿𝗰𝗶𝘀𝗲 Recognition only works if it’s sincere. Trying to “spread it evenly” so everyone gets their turn (like in those dreaded employee of the month awards) doesn’t make it fair. It makes it meaningless! People don’t want recognition for the sake of it. They want to feel seen — for something real, something they genuinely did well. Want to build a culture where people care? Start by showing them that 𝘆𝗼𝘂 𝗰𝗮𝗿𝗲 𝗮𝗯𝗼𝘂𝘁 𝘄𝗵𝗮𝘁 𝘁𝗵𝗲𝘆 𝗱𝗼! #PeopleStrategy #LeadershipTips #Recognition #PeopleDevelopment #Startups #ScalingTeams #CultureMatters

Give Your Team the Recognition They Deserve Leading a great team isn’t just about delivering results—it’s about making sure their hard work is seen, celebrated, and valued. Here’s how you can help your team shine: 👉 Showcase Achievements Across Channels: Share your team’s accomplishments in meetings, reports, company events, and even informal conversations. Build relationships with key stakeholders who can amplify their work. 👉 Focus on Impact: Highlight the tangible benefits of their work—whether for the organization, their own growth, or your leadership. Use real examples of problems solved and align their contributions with company priorities. 👉 Stick to the Facts: Celebrate specifics without overhyping. Be clear about who did what and why it mattered. Avoid language that feels self-centered—shift the spotlight to your team. 👉 Encourage Cross-Functional Collaboration: Support your team in leading or joining cross-department projects. These opportunities boost their visibility and strengthen their reputation across the organization. 👉 Distribute Credit Fairly: Recognize individual efforts while ensuring everyone feels valued. Celebrate both standout performances and consistent contributions, tailoring praise to their career aspirations. When your team gets the visibility they deserve, their confidence grows, their impact increases, and the organization thrives. How do you elevate your team? Share your thoughts!

Want to know Google’s secret to employee motivation? It’s so simple, any founder can start using it today: At Google, I’ve seen firsthand how recognition fuels engagement, collaboration, and retention. And surprisingly, it doesn’t take much—just a simple system called Peer Bonus. Here’s how it works: STEP 1 — Nomination Anyone can nominate a colleague for going beyond their core role. STEP 2 — Reward It comes with a small financial reward, but the real power is in public appreciation—managers, teams, and leadership see the impact. STEP 3 — Magic happens A ripple effect starts—when people feel valued, they contribute more. I’ve seen this in action countless times. A Googler helps another team solve a problem outside their immediate scope. Their contribution gets recognized with a peer bonus. Soon, others step up to do the same. Recognition becomes a habit, and collaboration follows. Why this matters (beyond Google): ✔ Motivation thrives on appreciation When people feel valued, they don’t wait to be told to go the extra mile, they just do it. ✔ Recognition builds culture No expensive perks required. Just a commitment to making great work visible. ✔ Startups can do this today No need for a formal system. A quick shoutout at a weekly meeting or a Slack highlight can have the same effect. 3 ways founders can build a culture of recognition: 1 — Start every meeting with a shoutout Take 2 minutes to acknowledge great work from the past week. It sets the tone for a culture of appreciation. 2 — Make recognition public Whether it's a Slack message, an email, or a team-wide announcement, make sure others see and celebrate contributions. 3 — Give specific feedback Don’t just say “Great job!” Be specific: “Avi helped us achieve X by doing Y. The total impact was Z.” Founders: How do you make sure your team feels seen and valued? #LifeAtGoogle

Recognition isn’t a “nice to have.” ⚡ It’s the invisible currency that determines whether your top talent stays or leaves. If you're facing high turnover or disengaged teams, start here: How to build a recognition-rich culture (in 5 steps): Step 1: Make it specific and timely ✔️ Recognize wins as they happen ✔️ Name what impressed you (“Your presentation closed the deal” > “Nice job”) ✔️ Tie recognition to company values Step 2: Mix up your approach ✔️ Public shoutouts (for extroverts) ✔️ Private notes (for introverts) ✔️ Peer-to-peer recognition = community boost ✔️ Thoughtful tokens > generic swag Step 3: Build systems—not just moments ✔️ Set regular rituals (weekly, monthly) ✔️ Train managers to spot and celebrate effort ✔️ Use tools to track recognition and avoid blind spots ✔️ Normalize appreciation, not just performance reviews Step 4: Link it to personal growth ✔️ Use recognition as a springboard for development ✔️ Highlight strengths—and show what’s next ✔️ Reward consistency, not just big wins ✔️ Invest in the people showing up, day after day Step 5: Measure the impact ✔️ Check engagement scores pre/post changes ✔️ Track turnover before vs. after implementing systems ✔️ Collect feedback on how seen your team feels ✔️ Compare recognition ROI vs. recruitment costs When people feel valued, they give you their best. When they don’t, they give you their notice. Recognition is the most underused zero-cost driver of retention and performance. 💬 What’s one recognition moment that made you feel truly valued? Connect with me here https://lnkd.in/gPevGFGD LinkedIn Guide to Creating LinkedIn News India LinkedIn

📢 Leaders, We Need to Talk About Professional Love Languages 💝 Earlier in my marriage, my husband & I discovered Gary Chapman's Five Love Languages - it transformed how we showed up for each other. Learning that his "I love you" sounded like words of affirmation while mine looked like acts of service was a game changer! No more missed signals, no more well-intentioned gestures falling flat. Leaders, your team members also have distinct "professional love languages" - unique ways they feel valued, seen, and supported at work. In my coaching practice, I notice two common patterns with well-intentioned leaders: Either they're... Throwing up their hands because they can't control decisions about salaries & promotions - as if those are the only ways to make people feel valued Or they're... Missing the mark in how they recognize people - offering public accolades to someone who would have preferred a private word, or piling on additional opportunities when their employee, who values time with family, would prefer more flexibility and autonomy. The key is knowing what actually lights up each individual. There are a broader range of options than most leaders consider, including: Career Growth: ✨ Strategic advancement opportunities ✨ Promotions and salary increases ✨ Cross-functional experiences Visibility & Impact: ✨ Seats at decision-making tables ✨ Access to senior leadership ✨ High-visibility projects Autonomy & Leadership: ✨ Greater work flexibility ✨ Mentoring opportunities ✨ Project ownership Recognition & Support: ✨ Public recognition ✨ Private affirmation ✨ Investment in development 🚨Here's a BIG caveat: Understanding professional love languages isn't about creating alternatives to real advancement. For many of your talented people, especially your Black and brown women leaders, promotions, salary increases and career advancement are absolutely the primary ways they need to be recognized and valued. Don't use other forms of recognition as an excuse to bypass creating genuine pathways to senior leadership.🚨 The challenge? Learning to speak each person's professional love language fluently. This means: 🎯 Building cultures where people feel safe expressing what truly makes them feel valued 🎯 Inviting real conversations about what actually motivates each individual 🎯Creating opportunities aligned with their true desires 🎯Dismantling real barriers to advancement, particularly for those underrepresented in leadership 💭 For my community: • What's your professional love language? How do you most want your contributions recognized? • Leaders, how are you discovering what makes your people feel truly valued? Share your wisdom in the comments 💝 Let's learn from each other's experiences. 👇🏾 #Leadership #ProfessionalDevelopment #EmployeeEngagement #ExecutiveCoach #ValentinesDay #BlackWomenInLeadership #WomenOfColor

Recognition isn’t a one-size-fits-all. Design Leaders must be multilingual The team may not feel seen or included if they don’t feel recognized When we only speak one recognition language, we alienate most designers in our teams Recognition has different languages, and we must flex and adapt across all of them Some designers want the spotlight; others want a private thank you. Here are the 5 elements of a flexible recognition framework: 1️⃣ Encouraging Words A word, in private or in public A "Thank you" for the great job An email recognizing their work 2️⃣ Tangible Rewards Money and titles come to the top Rewards aligned with organization policies Clear opportunities for Career Development 3️⃣ Investing Time 1:1 meetings, including skip-level Creating space for writing & speaking Designers need to be listened to and feel seen 4️⃣ Autonomy & Empowerment Calling designers experts Enabling leadership development Giving control of key strategic projects 5️⃣ Visibility Passing the microphone Promoting the team’s business impact Elevating the designer’s executive platform These are some of the key elements of a flexible recognition framework that create an engaging culture in your teams. Have you reflected on how you like to be recognized? Have you asked your team to describe the last time they felt truly recognized?