Encouraging Peer-to-Peer Recognition

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

जो पहचाना जाता है, वही आगे बढ़ता है। (What gets recognized, gets repeated.) Recognition programs aren’t just “nice-to-have.” They’re game-changers for engagement, retention, and culture. But what does a successful recognition program actually look like? Here are a few examples I’ve come across that really work: 1️⃣ The “Cheers for Peers” Program: A simple peer-to-peer shoutout system where team members highlight each other’s contributions. It’s quick, easy, and boosts morale instantly! 2️⃣ Spotlight Fridays: Every Friday, one employee gets celebrated for their achievements. It’s shared company-wide—bringing a smile to everyone’s inbox. 3️⃣ Milestone Celebrations: Birthdays, work anniversaries, or project completions. Teams gather (virtually or in person) to appreciate the journey and the impact made. 4️⃣ Points-Based Systems: Employees earn points for great work, which they can redeem for perks like gift cards, extra leave, or wellness benefits. 5️⃣ Leadership Lunches: Top performers get an exclusive lunch with leadership to discuss ideas and goals. It’s not just recognition—it’s empowerment. Programs like these don’t just make employees happy—they create a culture of *continuous appreciation.* 👉 What recognition programs have you seen succeed in your workplace? Share your insights—we could all use some fresh ideas! betsysays: Don’t forget: Even a simple “thank you” is powerful. Start small, but start somewhere. #recognitionprograms #cultureofappreciation #hrstrategies #humanresources

Picture walking into your favorite coffee shop, a new boutique, or a busy hotel lobby. Who welcomes you? Who keeps things running smoothly & ensures you receive excellent service? 𝗙𝗿𝗼𝗻𝘁𝗹𝗶𝗻𝗲 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲𝘀 𝗮𝗿𝗲 𝘁𝗵𝗲 𝗵𝗲𝗮𝗿𝘁𝗯𝗲𝗮𝘁 𝗼𝗳 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀𝗲𝘀, 𝘆𝗲𝘁 𝘁𝗵𝗲𝗶𝗿 𝗵𝗮𝗿𝗱 𝘄𝗼𝗿𝗸 𝗼𝗳𝘁𝗲𝗻 𝗴𝗼𝗲𝘀 𝘂𝗻𝗻𝗼𝘁𝗶𝗰𝗲𝗱. 𝗕𝘂𝘁 𝗿𝗲𝗰𝗼𝗴𝗻𝗶𝘇𝗲𝗱 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲𝘀 𝗮𝗿𝗲 𝗺𝗼𝗿𝗲 𝗲𝗻𝗴𝗮𝗴𝗲𝗱 & 𝗽𝗿𝗼𝗱𝘂𝗰𝘁𝗶𝘃𝗲. 𝗙𝘂𝗹𝗹 𝘀𝘁𝗼𝗽. The connection is undeniable. Gallup polling shows that 73% of workers are less likely to feel burned out when their employers recognize & care about them. And 26% of frontline workers say a lack of recognition negatively impacts their productivity. For businesses that depend on frontline workers, recognition isn’t just a nice-to-have - it’s a performance driver. ❌ Unfortunately, frontline workers often don’t receive the same recognition as office-based employees. ❌ With limited face-to-face time with managers & HR, their contributions can be overlooked in traditional recognition programs. ✅ Working in fast-paced, high-pressure environments, they need a recognition approach that’s immediate, relevant & impactful. Anyway, let’s get to the point. 𝟰 𝘄𝗮𝘆𝘀 𝘁𝗼 𝗺𝗮𝗸𝗲 𝗙𝗿𝗼𝗻𝘁𝗹𝗶𝗻𝗲 𝗥𝗲𝗰𝗼𝗴𝗻𝗶𝘁𝗶𝗼𝗻 𝗺𝗼𝗿𝗲 𝗺𝗲𝗮𝗻𝗶𝗻𝗴𝗳𝘂𝗹: 1️⃣ Celebrate achievements in real time  Recognition should be immediate & visible. Call it out as it happens. Practical Tip: Equip managers with a tool like Beekeeper that makes it easy to spotlight accomplishments in team chats, newsletters & company-wide announcements - all from a single mobile app embedded in the frontline worker’s flow of work. 2️⃣ Encourage peer-to-peer recognition  Create a peer recognition program where employees can nominate colleagues for going above & beyond with instant recognition posts on your Employee App. 3️⃣ Tailor rewards to individual preferences  Not all employees want the same type of recognition. While some value financial incentives, others prefer additional time off or career development opportunities. Practical Tip: Integrating Beekeeper with a rewards platform like Snappy or Bucketlist Rewards, managers can instantly deliver personalized rewards to employees, all with just a few clicks. 4️⃣ Make recognition part of everyday conversations Practical Tip: Implement monthly or quarterly recognition initiatives, such as “Frontline MVP” awards or milestone celebrations. Small, frequent acts of appreciation have even greater influence than one-time ceremonies that could feel scripted or lack authenticity. Recognition isn’t just a feel-good gesture - it’s the key to higher engagement, stronger retention, & better performance of your frontline sheroes & heroes. A culture of recognition starts today. ➡️ 𝙒𝙝𝙤 𝙖𝙧𝙚 𝙮𝙤𝙪 𝙜𝙤𝙞𝙣𝙜 𝙩𝙤 𝙧𝙚𝙘𝙤𝙜𝙣𝙞𝙯𝙚 𝙩𝙤𝙙𝙖𝙮? 🍯

Most D2C founders I coach have this one problem: 𝘁𝗵𝗲𝗶𝗿 𝘁𝗲𝗮𝗺 𝗶𝘀 𝗯𝘂𝘀𝘆, 𝗯𝘂𝘁 𝗻𝗼𝘁 𝘁𝗿𝘂𝗹𝘆 𝗮𝗹𝗶𝗴𝗻𝗲𝗱. Culture doesn’t break because of strategy, it breaks because of disconnection. Teams slip into silos, communication becomes transactional, and soon, collaboration feels forced. But here’s the fix. And it takes just 15 minutes a week. 𝗜 𝗰𝗮𝗹𝗹 𝗶𝘁 𝘁𝗵𝗲 “𝗖𝘂𝗹𝘁𝘂𝗿𝗲 𝗥𝗲𝘀𝗲𝘁 𝗥𝗶𝘁𝘂𝗮𝗹.” Every Friday, before wrapping up, gather your team (offline or online) and run a quick 3-part check-in: 1. One win – Each person shares their biggest highlight of the week. 2. One stuck point – A challenge where they’d love support. 3. One gratitude – A person they appreciate in the team and why. That’s it. 15 minutes. No slides, no reports, no overthinking. Why does this work? It reinforces shared wins, so your team celebrates together, not in silos. It normalizes vulnerability, making it easier to ask for help. It builds recognition into the culture, instead of waiting for appraisal cycles. I’ve seen founders adopt this and witness the shift within a month- more trust, better collaboration, and a culture where people actually want to show up. Remember: strategy scales your business, but rituals shape your culture. And this one is worth every minute. #scalingbusiness #gratitude #teamwork #teamrituals

I met Zach Mercurio, Ph.D. last month when we were both speaking at O.C. Tanner’s Influence Greatness conference. He had me at “Hello,” and I couldn’t wait to dive into his book, The Power of Mattering. I loved so much about the book, but one line really stood out to me: “Hurry and care can’t coexist.” In today’s world of back-to-back meetings, instant replies, and relentless urgency (both real and imagined), that idea feels counterintuitive. But it makes sense. People don’t just want to be seen at work. They want to feel like they matter. And when they do, the impact is real: Research shows that employees who feel they matter are less stressed and burned out. Mattering is also connected with “thriving, belonging, inclusion, fairness, well-being, and agency.” Here are three ways great human leaders can show care (without slowing progress, just slowing down enough to notice): 1️⃣ Notice first, transact second: Zach encourages leaders to observe, note, share. He describes a supervisor who kept a notebook: every Friday, she wrote something she’d heard from each team member—fear, frustration, goals, even small personal details. Then on Monday, she followed up: “Hey, last week you mentioned X. How’s it going?” That small act turned information into connection. 2️⃣ Use “liminal space” as leadership space: Zach calls informal moments in teams liminal spaces. Not big ceremonies or meetings but the pause between: in the hallway, before or after a meeting, the time between agenda items. He tells a story of a school janitor who said the time he felt he mattered most wasn’t at some award dinner, but when a student paused to call his name in passing. That little in-between moment mattered more than any formal recognition. We tend to rush through those moments, but that’s where care often lives. 3️⃣ Make it a ritual: If you want to build mattering into the daily work cadence, build it into your work rituals. If you’ve been following me for a while, you may recall the study I often cite about the ritual of the firehouse meal: Firefighters who eat together (shooting the breeze and getting to know each other), perform better. Aka, they save more lives. This ritual has mattering embedded at the center of it. How can you imbue a sense of mattering into the work rituals you have? If you don’t have any, maybe it’s time to create some? (Check out my book, Rituals Roadmap.) If we always prioritize speed, we risk our people losing a sense of mattering. Hurry doesn’t build trust, care does. And showing people daily that you care and that they matter can transform a culture. The good news is, it’s not rocket science. And it doesn’t have to cost anything…just slow down and notice. Link to The Power of Mattering in the comments!

3 𝗦𝗶𝗺𝗽𝗹𝗲 𝗧𝗿𝘂𝘁𝗵𝘀 About Recognition That Will Transform Your Leadership. Last month, a client asked me why his top performers were leaving. The answer was painfully clear: 𝗧𝗵𝗲𝘆 𝗱𝗶𝗱𝗻'𝘁 𝗳𝗲𝗲𝗹 𝘀𝗲𝗲𝗻. Here's what 20 years of leadership coaching taught me about recognition: Recognition isn't a "nice to have" According to Gallup's research: - Only 1 in 3 workers strongly agree they received recognition in the past week - Employees who don't feel recognized are 2x more likely to quit in the next year - Recognition is the most forgotten element of employee engagement Most leaders get recognition wrong They wait for: - Annual reviews - Project completion - Major milestones But high-performing teams need continuous acknowledgment. 𝗦𝗺𝗮𝗹𝗹 𝘄𝗶𝗻𝘀 𝗺𝗮𝘁𝘁𝗲𝗿 𝗺𝗼𝗿𝗲 𝘁𝗵𝗮𝗻 𝗯𝗶𝗴 𝗰𝗲𝗹𝗲𝗯𝗿𝗮𝘁𝗶𝗼𝗻𝘀. Recognition must be: 1. Specific (tie it to actions) 2. Timely (within 48 hours) 3. Public (when appropriate) 4. Personal (show you notice details) The most powerful insight? Top performers don't just want praise. 𝗧𝗵𝗲𝘆 𝘄𝗮𝗻𝘁 𝘁𝗼 𝗸𝗻𝗼𝘄 𝘁𝗵𝗲𝗶𝗿 𝘄𝗼𝗿𝗸 𝗺𝗮𝘁𝘁𝗲𝗿𝘀. Here's what works: - Weekly recognition meetings - Peer nomination systems - Real-time feedback channels - Growth opportunity discussions - Personal development investments 𝗥𝗲𝗺𝗲𝗺𝗯𝗲𝗿: 𝗥𝗲𝗰𝗼𝗴𝗻𝗶𝘁𝗶𝗼𝗻 𝗶𝘀𝗻'𝘁 𝗮𝗯𝗼𝘂𝘁 𝗺𝗮𝗸𝗶𝗻𝗴 𝗽𝗲𝗼𝗽𝗹𝗲 𝗳𝗲𝗲𝗹 𝗴𝗼𝗼𝗱. 𝗜𝘁'𝘀 𝗮𝗯𝗼𝘂𝘁 𝗰𝗿𝗲𝗮𝘁𝗶𝗻𝗴 𝗮 𝗰𝘂𝗹𝘁𝘂𝗿𝗲 𝘄𝗵𝗲𝗿𝗲 𝗲𝘅𝗰𝗲𝗹𝗹𝗲𝗻𝗰𝗲 𝗶𝘀 𝗲𝘅𝗽𝗲𝗰𝘁𝗲𝗱 𝗮𝗻𝗱 𝗰𝗲𝗹𝗲𝗯𝗿𝗮𝘁𝗲𝗱. What's your most effective way of recognizing top performers? Share your insights below. Your experience might help another leader retain their best talent. P.S. Need help building a recognition-rich culture? Let's connect. [Source: Gallup - Employee Recognition: Low Cost, High Impact]

For a long time, I knew the theory behind optimism but couldn't execute it in practice. You know the test - is the glass half full or half empty? Intellectually, I understood the concept of seeing it as half full, representing optimism. Yet, emotionally, life's challenges always made me see it as half empty. I could not escape pessimism, despite desperately wanting to break free. It took a significant amount of struggle, acceptance, trust, and finally, surrender to a simple but powerful concept: gratitude. Gratitude unlocked me to truly 'see' the glass as half full, not just as a logical concept, but as an emotional reality. With gratitude, every challenging situation became less about what was lacking and more about appreciating what was present. It allowed me to approach difficulties not with dread, but with a sense of thankfulness for the lessons and opportunities they brought. Adopting a gratitude mindset had two positive side effects 1. curiosity 2. reflection. When you're curious, you explore, you ask questions, you seek understanding. Reflection then allows you to process, to find meaning, and to gain insights. Together, they lead to creativity, opening up new ways of thinking and doing. Without gratitude: we are burdened with Scarcity mindset With Gratitude: We are powered by a abundance mindset

Happy Friday, everyone! I hope you had a productive and fulfilling week. I know I did. I worked on some exciting projects, learned some new skills, and met some awesome people. But I also faced some challenges, made some mistakes, and dealt with some stress. That's normal, right? We all have ups and downs in our work and life. We all have successes and failures. We all have joys and sorrows. But how do we cope with them? How do we celebrate our wins and learn from our losses? How do we appreciate our blessings and overcome our struggles? How do we balance our work and life? There's no one right answer to these questions. But there's one thing that helps me a lot. And that is gratitude. Gratitude is the act of being thankful for what we have, who we are, and where we are. Gratitude is the attitude of appreciating the good in every situation, even the bad ones. Gratitude is the habit of expressing our thanks to ourselves, to others, and to the universe. Gratitude is the key to happiness, health, and success. Why? Because gratitude: • Boosts our mood: Gratitude makes us feel good, positive, and optimistic • Improves our health: Gratitude reduces stress, lowers blood pressure, and strengthens our immune system • Enhances our performance: Gratitude increases our motivation, productivity, and creativity • Strengthens our relationships: Gratitude fosters trust, empathy, and generosity • Attracts more abundance: Gratitude opens our eyes to the opportunities, resources, and possibilities around us So how can we practice gratitude? It's simple. We just need to take a few minutes every day to: • Reflect on what we're grateful for • Write down what we're grateful for • Say thank you to what we're grateful for That's it. That's all it takes to cultivate gratitude. And that's all it takes to reap its benefits. So today, I invite you to join me in practicing gratitude. Take a moment to think of three things you're grateful for. They can be big or small, personal or professional, past or present. Write them down in a journal, a note, or a post. And say thank you to them out loud, in your mind, or in your heart. Trust me, you'll feel better, happier, and more fulfilled. And you'll be ready to enjoy your weekend and start your next week with a smile. 😊

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

The Silent Exodus: What Your Top Talent Isn't Telling You   I met a client who was puzzled about losing three senior team members in quick succession. "But we paid them well, and I treated them very well too!" he insisted, genuinely confused by their departures. The Real Reason They Leave Here's the truth: Money matters, but it's rarely the primary reason people walk away. After years of “poaching” high performers, I've noticed a consistent pattern. Your top talent isn't leaving because of salary—they're leaving because they don't feel genuinely valued. When was the last time you went beyond a casual "thanks" and demonstrated appreciation in a meaningful way? Five Strategies That Actually Work   1. Give Precise Praise "Your analysis of the quarterly data saved us from making a costly mistake" resonates far more deeply than "good job on that report." Specificity shows you're paying attention. 2. Recognize Character, Not Just Output "I admire how you maintained your composure during that difficult client meeting" acknowledges who they are as professionals, not just what they produce. People want to be seen as more than production units. 3. Acknowledge Their Unique Contribution Let them know their specific impact: "The Smith account would have been lost without your relationship-building skills." This isn't about making someone feel irreplaceable—it's about recognizing their unique value. 4. Consult Their Expertise "Before we move forward with this strategy, I'd value your perspective on potential challenges." This demonstrates authentic respect for their judgment and experience. 5. Offer Tangible Support Notice someone's overworked? Don't just say "take some time off"—actively help rearrange priorities or bring in additional resources. Actions speak louder than words. A Common Misunderstanding Some might worry that acknowledging someone's unique contributions is the same as making them feel "irreplaceable," which conventional management wisdom warns against. However, there's a crucial difference between fostering dependency and recognizing value. In my experience, positive recognition consistently outperforms withholding appreciation. Creating an environment where people feel genuinely valued builds loyalty without creating unhealthy dynamics. The Bottom Line I've seen companies transform their retention rates by implementing these practices. The most successful leaders understand that feeling genuinely valued is often worth more than an extra 5% in salary. The question isn't whether you can afford to implement these practices—it's whether you can afford not to. #Retention #LeadershipSkills #TalentManagement P.S.: I know what you're thinking about that appalling comic below. Don't blame ChatGPT—that one's on me :)