4 Ways to Recognize Your Employees That Actually Matter
- Elizabeth Eldridge
- 1 hour ago
- 4 min read
Most workplaces think they’re doing recognition right. There’s a pizza party lunch now and then, a few “great job!” emails, maybe even an Employee of the Month mug that gets passed around like a trophy.
And then there are the organizations that believe recognition is already covered because employees receive a paycheque, or because the occasional raise, promotion or performance bonus should speak for itself. While fair compensation absolutely matters, it’s not the same thing as feeling seen. Pay keeps people showing up; recognition makes them want to.
If you ask employees what actually makes them feel valued, the gestures above rarely make the list. Why? Because recognition isn’t about ceremony; it’s about connection.
It’s easy to fall into the trap of checking the recognition box. But a thank-you that feels hollow, delayed or generic can do more harm than good. Real recognition requires something deeper: attention, intention and authenticity. It’s about letting employees know, in ways that feel real to them, that they’re trusted and truly make a difference.
That doesn’t mean you have to launch a fancy rewards program or spend more money. It means being more thoughtful about how you recognize people and understanding what truly communicates value.
Here are four powerful ways to recognize your team that actually matter.
1. Invest in their growth
Recognition isn’t always about words. Sometimes it’s about action. Specifically, the action of helping someone get better at what they do.
When you give employees access to meaningful development opportunities, like mentorship, training or stretch projects, you’re telling them: You matter enough to invest in. That’s a far more powerful message than a gift card or a shoutout in a meeting.
Growth-based recognition communicates trust and commitment. It shows employees that their potential isn’t invisible and that you see a future for them in your organization. When people believe you care about where they’re headed, they bring their best selves to where they are right now.
2. Support their well-being
With the point above made, let’s remember that recognition isn’t just about what people produce, it’s about acknowledging who they are. Supporting your employees’ well-being, both physical and psychological, is one of the most meaningful forms of recognition there is.
If your organization offers an Employee Assistance Program (EAP), that’s a great start… but simply having one isn’t enough. Make sure employees know it exists, understand how to access it and trust that it’s confidential. Encourage leaders and managers to normalize conversations around mental health and self-care, and arm them with the essential skillset taught in Mental Health First Aid training.
Providing genuine support for employee well-being sends a message that goes beyond performance metrics: We value you as a person, not just as a producer. That message builds psychological safety and in turn, loyalty and engagement.
3. Empower them with trust and autonomy
One of the most underrated ways to recognize employees is to stop micromanaging them.
Micromanagement erodes confidence, kills creativity and innovation, and communicates a lack of faith. Trust, on the other hand, is one of the clearest signals of recognition there is. When you give people ownership — space to make decisions, problem-solve and bring their ideas to life — you’re saying, I believe in your ability to do great work.
Autonomy isn’t a perk; it’s a form of respect. When employees feel that trust, they respond with accountability, pride and engagement. Recognition doesn’t always have to be spoken. Sometimes it’s shown by simply getting out of the way.
4. Celebrate progress, not just outcomes
Too often, recognition is reserved for the big finish: the closed deal, the completed project, the big success story. But employees need to feel valued along the journey, not just at the end.
Recognizing effort, persistence and growth (especially through challenges) keeps motivation high and burnout low. It tells people their work matters even before it’s “done.”
You can do this informally: a quick Slack message after a tough meeting, a comment in a one-on-one acknowledging steady improvement or a note that says, I see how much effort you’ve been putting in lately, and it’s really making a difference. These small acknowledgments, delivered consistently, create lasting impact.
Recognition doesn’t have to be complicated. It just has to be genuine.
Employees remember how you make them feel — whether they feel trusted, supported and appreciated for who they are, not just what they accomplish. When leaders recognize people in ways that are personal and purposeful, they strengthen not only individual morale but the entire culture.
Psychological health and safety thrive in environments where people feel seen and respected. And employee recognition, when done with thought and intention, is one of the most powerful ways to make that happen.
At the end of the day, the most meaningful recognition doesn’t hang on the wall or sit in a drawer. It shows up in how people talk about their work, how they treat each other, and how they show up every single day.
Elizabeth Eldridge is a Psychological Health & Safety Consultant based in southern New Brunswick, Canada. In addition to keynote speaking and corporate training on mental health in the workplace, she supports organizations across the country on the adoption of Canada's best practice guidelines on psychological health and safety management. She is the Founder & President of Arpeggio Health Services which provides standardized education programs like Mental Health First Aid, The Working Mind, QPR Suicide Prevention and more.
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