Best Ways to Recognize Tech Employee Contributions

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

Most people don’t quit because of the work. They quit because they feel unseen. I learned that the hard way as a leader. Years ago, I had a team member carrying more than her share. No complaints. No spotlight. But the impact was huge. One day I said in a meeting: “None of this would’ve been possible without your work behind the scenes.” She later told me it was the first time she’d felt seen at work. That five-second moment mattered more than any bonus. Here are 7 ways to show appreciation at work (with the nuance that makes them stick): 1- Say “thank you” specifically, not generically ↳ Make it clear what they did and why it mattered. 2- Celebrate small wins, not just big ones ↳ Momentum comes from stacking micro-victories. 3- Recognize behind-the-scenes contributions ↳ Call out the invisible work no one else sees. 4- Give public praise, private corrections ↳ Build pride in public. Build trust in private. 5- Learn how each person likes recognition ↳ Some want the spotlight. Others don’t. Ask. 6- Highlight growth, not just results ↳ Progress keeps people invested more than numbers. 7- Acknowledge effort, not just outcomes ↳ Even failed bets deserve gratitude for the try. Because here’s the truth: People don’t leave jobs because of the work. They leave when they feel invisible. Want to transform your culture? Start with appreciation. It’s free. It’s simple. And it changes everything. ♻️ Agree? Repost to spread the message. 📌 Follow Gabriel Millien for more insights on leadership that lasts. Image style credit: Justin Wright

Keeping top talent isn’t about offering the biggest paycheck. It’s about offering the deepest respect. I’ve seen this play out over and over: Talented people walking away, Not because of money, But because they felt invisible. Most teams lose their best people because: ↳ They assume salary is enough ↳ They skip real recognition ↳ They expect loyalty without care But retention isn’t luck. Retention is built. 1/ Before They Think of Leaving It’s already too late. ➡️ Daily Recognition ↳ Praise their impact, not just effort ↳ Be specific: what did they actually do well? ↳ Celebrate wins in public ↳ And give feedback that helps them grow ➡️ Career Pathing ↳ Don't wait for them to ask "what's next?" ↳ Create visible growth ladders ↳ Offer projects that stretch, not just stress ↳ Make it easy to see a future at your company ➡️ Emotional Safety ↳ Are you listening when they speak up? ↳ Do they feel safe failing, learning, trying again? ↳ Respect isn’t just words, it’s culture in action 2/ During Moments That Matter The best companies don’t wait for exit interviews to start listening. ➡️ Milestones ↳ Promotions, birthdays, even tough seasons ↳ A simple “we see you” goes a long way ↳ Gratitude shouldn’t just be annual ➡️ Manager Check-ins ↳ Are they challenged? Bored? Burnt out? ↳ Ask. Then act. ↳ Growth talks > performance reviews ➡️ Team Culture ↳ Respect everyone’s time and boundaries ↳ Celebrate contributions, not just personalities ↳ Create space for quiet talent to shine too 3/ When They’re at Their Best That’s when they need the most support. ➡️ Don’t over-rely ↳ Top performers aren’t machines ↳ Give them rest. Give them space. ↳ Or they’ll go where they’re nurtured, not used ➡️ Pay Fair, Not Just High ↳ Transparency builds trust ↳ Compensation should match impact ↳ But value goes beyond money Remember: People don’t just stay for the perks. They stay where they feel valued, seen, and supported. What’s one thing your best boss ever did to make you feel valued? Drop it in the comments 👇 🔁 Repost this if you lead a team, or want to someday. ➕ Follow me for more people-first hiring & leadership insights.

🚨 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

Throwing money at your team won't retain top talent. These 15 ways to show gratitude will. Most leaders wait for big milestones to show appreciation. But team members are most engaged when they feel valued every day. The difference between a good leader and a great one is down to the little things: 1. Brag about team members' best characteristics.  ↳ Don't just acknowledge. Bring up their virtues like perseverance or kindness. 2. Create time for individual growth. ↳ Dedicate resources for personal learning or courses that align with their passions. 3. Create custom gratitude rituals. ↳ Tailor rituals for gratitude, like a personalized thank you message for each team member. 4. Celebrate micro-wins. ↳ Acknowledging small wins is a proven way to trigger dopamine and build momentum. 5. Facilitate mentorship. ↳ Pair people with mentors or mentees, showing gratitude by investing in their future. 6. Silent acknowledgment. ↳ Practice surprise acts of acknowledgement like arranging for work to be showcased or rewarded. 7. Reverse performance reviews. ↳ Ask for feedback on leadership and be humble when receiving their insights. 8. Share the spotlight. ↳ When praised by higher-ups, redirect attention to the team’s efforts. 9. Personal development days.  ↳ Offer days focused on skill-building or passion projects. 10. Build psychological safety. ↳ Express gratitude for vulnerability and honesty in the team. 11. Highlight their legacy. ↳ Reflect on how someone's work has contributed to the company’s lasting impact. 12. Highlight their potential. ↳ Regularly discuss future possibilities for people within and beyond the company. 13. Acknowledge struggles. ↳ Thank team members for their endurance through difficult periods. 14. Encourage self-reflection. ↳ Provide ways for team members to reflect on their own accomplishments and contributions. 15. Empowerment through autonomy. ↳ Express trust and gratitude by giving team members autonomy to make decisions. The best acts of appreciation are felt in actions, not just words. Which one will you try? Let me know in the comments. - - - - - 📌 Save this post for future reference!⁣⁣⁣⁣ ♻️ Repost if it resonated with you!