The Benefits of Public Recognition at Work

I built a strong company culture by focusing on what truly matters to employees—and it’s not ping pong tables. Here’s the truth: Authentic recognition beats flashy perks every time. After years of building teams, I’ve learned this: When employees feel valued, they stick around. And the numbers back it up: 1. 63% of employees who feel recognized are unlikely to job hunt. 2. Companies with strong recognition programs see 31% lower turnover. What works? Simple, genuine gestures: 1. A quick thank-you note for a specific contribution. 2. Public shout-outs that celebrate impact. 3. Clear growth opportunities tied to their goals. The result? At my company, we cut employee turnover by 40% and doubled employee referrals—all by prioritizing real human connection. Start small: Tomorrow, write one personalized thank-you note to someone on your team. Watch how far a little recognition can go. How do you show your team they matter? Share your ideas below! #Leadership #EmployeeEngagement #CompanyCulture #TeamRecognition #EmployeeRetention

I almost lost my best employee over 2 words. Sounds dramatic, right? But it’s true. They were quiet. Reliable. The person who always showed up, always delivered, and never asked for praise. I assumed they were fine. After all, they never complained. Then one Tuesday, I casually said: “Your calm during last week’s crisis saved us. Thank you.” Their face changed. Their energy shifted. Suddenly, their work seemed bolder, their ideas louder, and their confidence stronger. Those two words changed everything. Too many leaders underestimate the power of recognition. ➔ 78% of employees say being thanked motivates them to work harder. (Gallup, 2024) ➔ 54% of employees would stay longer at companies that regularly recognize them. (Workhuman, 2023) ➔ Yet 60% of employees go weeks without hearing a simple “good job.” (O.C. Tanner, 2024) People don’t just leave for better pay; they leave when they feel invisible. Here’s How I Weaponize Gratitude Now 1️⃣ The 10-Second Rule ↳ When you notice something good — say it now. ↳ Don’t wait until the next meeting or review. Those small moments build trust. 2️⃣ Public Praise ↳ Don’t just save feedback for “corrections.” Celebrate wins — even small ones — in front of others. ↳ That quiet team member? They’re watching. 3️⃣ The “Why” Rule ↳ Skip the empty “good job.” Be specific. ↳ “Thank you for staying late — it made a huge difference for the launch.” Gratitude isn’t fluff. It’s fuel. 💥 It sparks engagement. 💥 It builds loyalty. 💥 It keeps your best people from quietly walking out the door. So here’s my challenge to you: Who’s the quiet star on your team that deserves a shout-out? Tag them below! 👇 P.S: hopefully this is the last day I'll wear this for the winter:-) ♻️ Repost with someone who needs this! 📌 Found it helpful? Save for later. 👉🏻 Follow Glenda Carnate for more tips on leadership! #leadership #entrepreneurship #innovation #data #ai 

Last week, my former teammate Sarah handed in her resignation. Not because of money. Not because of workload. Not because of career growth. But because she felt invisible. Let that sink in. Here's what most leaders get wrong about appreciation: → They think a paycheck is enough ↳ Money satisfies needs, not emotional fulfillment → They wait for annual reviews ↳ Recognition delayed is recognition denied → They believe "no news is good news" ↳ Silence breeds uncertainty and doubt The truth? Small acts of appreciation create massive impact: → A genuine "thank you" after a tough project → Public recognition during team meetings → A simple note acknowledging extra effort → Taking time to listen to their ideas The math is simple: Appreciation = Engagement Engagement = Productivity Productivity = Results I learned this the hard way: A few years ago, I lost my best performer. During the exit interview, he said: "I just wanted to know my work mattered." That day changed my leadership forever. Now, appreciation is part of my daily routine: 1. Start meetings with wins 2. End days with acknowledgments 3. Share team victories company-wide 4. Document individual contributions The result? Team turnover dropped by 40% Productivity increased by 35% Engagement scores hit all-time highs Remember: People don't leave companies. They leave leaders who fail to value them. If this resonated with you, share this post. Let's create workplaces where people feel seen, heard, and valued. Your team is worth it.