Employee Recognition: Catching People Doing It Right

One of the simplest, most powerful tools in a leader’s toolbox is recognition. Yet, in many workplaces, it is underused or applied only during annual performance reviews. Employee recognition — especially when it happens in real time — reinforces positive behaviors, builds trust, and boosts morale. When leaders actively catch people doing things right, they shift the culture from one that waits for mistakes to one that celebrates success.

Why Employee Recognition Matters

Recognition is more than praise — it is a form of feedback that tells people their contributions are valued. When employees feel seen and appreciated, they are more engaged, more willing to take initiative, and more committed to the team’s goals.

On the other hand, when recognition is absent, even high performers can feel invisible. Over time, this can lead to disengagement, resentment, or a decline in performance.

Employee recognition is not a “nice-to-have” benefit — it is a leadership responsibility that directly impacts retention, productivity, and culture.

The Nature of Effective Employee Recognition

Effective recognition has three characteristics.

First, it is specific. Generic “good job” comments feel hollow. Specific recognition connects the praise to a particular action or behavior: “Your attention to detail in the client proposal helped us win their confidence.” Second, it is timely. Recognition given weeks after the fact loses its impact. The closer to the action it happens, the more powerful it feels. Third, it is genuine.

Forced or exaggerated praise undermines credibility. People can tell when a leader truly means it.

Recognition vs. Rewards

While rewards like bonuses or gifts can be meaningful, recognition is about the message, not the material. A sincere acknowledgment of someone’s contribution can be more powerful than a monetary reward. Recognition also happens more frequently than rewards, providing ongoing reinforcement for desired behaviors.

The Impact of Recognition on Morale and Performance

Teams that receive regular, authentic recognition tend to communicate more openly, collaborate more willingly, and maintain higher morale during challenges. Recognition also encourages repeat behavior — when people know their actions are noticed, they are more likely to repeat them.

It also builds trust. Leaders who recognize positive contributions show that they are paying attention, that they value the effort as much as the outcome, and that they see the whole person behind the role.

Common Barriers to Employee Recognition

Some leaders struggle with recognition because they see it as unnecessary for people “just doing their job.” Others assume that recognition should only come from formal programs, leaving day-to-day acknowledgment to chance.

There is also the risk of unbalanced recognition. When praise is given to the same few people repeatedly without acknowledging others, it can create feelings of favoritism or exclusion.

Practical Ways to Recognize Employees

Start by making recognition a daily habit. Look for opportunities to acknowledge positive actions as they happen. This could be during a team meeting, in a quick email, or in a casual conversation.

Public recognition works well when the behavior benefits the whole team, while private recognition is often more meaningful for personal or sensitive contributions.

Tie recognition to values. For example, if collaboration is a core value, acknowledge teamwork explicitly: “You pulled in expertise from three departments to solve that problem — that’s exactly the kind of collaboration we want to see.”

Encourage peer-to-peer recognition. A culture where teammates recognize each other builds mutual respect and reduces the reliance on leaders to be the sole source of appreciation.

Catching People Doing It Right

Shifting your mindset to look for the good changes how you lead. Instead of primarily scanning for mistakes, you actively watch for behaviors you want to encourage. This requires awareness and intentionality — not just reacting when something goes wrong, but responding when something goes right.

When you catch someone doing it right, point it out immediately. Describe the behavior, explain why it matters, and connect it to the bigger picture. The immediacy reinforces the behavior and increases the likelihood it will happen again.

The Long-Term Effects of Consistent Recognition

Over time, consistent employee recognition changes the culture. People feel safer taking risks because they know effort will be noticed, not just outcomes. They engage more deeply because they feel valued, not replaceable. And they support each other more because they see recognition as a shared, positive experience rather than a scarce resource.

Recognition also creates resilience. Teams that regularly hear about what is going well are better able to withstand challenges without losing confidence or momentum.

Questions for Reflection

When was the last time you recognized someone for doing something well? How often do you intentionally look for recognition opportunities?

Actionable Exercise

In the next week, aim to recognize at least three different people for specific actions. Make your recognition immediate, specific, and genuine. At the end of the week, reflect on how those moments affected both your relationship with each person and the team’s overall energy.

Closing Thoughts

Employee recognition is not just a leadership technique, it is a leadership mindset. Leaders who make a habit of catching people doing things right create a culture of positivity, engagement, and trust. By noticing and naming the good, they not only strengthen individual performance but also build the kind of environment where teams thrive.