The Case for Everyday Recognition
In the rush of deadlines and dashboards, it’s easy for recognition to fall to the bottom of a manager’s to-do list. But as we know, it should be right at the top. Studies from Gallup, Harvard Business Review, and other leadership institutes have found that when employees receive regular recognition, they’re significantly more engaged, productive, and loyal to their organizations. One Gallup study found that employees who strongly agree they’re recognized at work are 3.7 times more likely to be engaged and half as likely to be actively job hunting.

Recognition isn’t just good management—it’s neuroscience. When people receive sincere praise, the brain releases dopamine, reinforcing the very behaviours that organizations want to see such as: effort, creativity, persistence, and collaboration. Especially in uncertain times, a few words of authentic appreciation can serve as emotional anchor points, making people feel seen and valued.

What Makes Praise Meaningful?
A caution as not all praise is created equal. A vague “great job” might feel like an afterthought. But a well-placed, well-worded compliment? That can ripple through a person’s entire week. Research shows that the most impactful recognition shares a few key traits.

First, it’s timely. Feedback has a shelf life with praise being most powerful when it’s given close to the moment the behaviour occurred. Waiting for the next formal review or team meeting dulls the effect.

Second, it’s specific. Rather than general compliments, meaningful praise calls out what exactly the person did that was impressive or helpful. Instead of “Thanks for your help,” try something better like, “Your summary of the client’s objections was spot on—it helped us pivot the presentation just in time.”

Third, it focuses on effort, not just outcomes. Celebrating results is important, but equally important is acknowledging the perseverance, learning, or collaboration that made them possible. Especially in unpredictable environments, people need to know that how they show up matters—even when the final result is still a work in progress.

Finally, great praise is personal. It considers the individual’s values and motivators. Some people love a public shout-out; others appreciate a thoughtful one-on-one note. The delivery matters just as much as the message.

Spontaneous Doesn’t Mean Random
When we talk about spontaneous recognition, we don’t mean recognition that’s haphazard or occasional. In fact, spontaneity is about attention and the habit of noticing. The best managers build a kind of radar for everyday effort: the teammate who stayed late to fix a bug before launch, the junior employee who asked a thoughtful question in a meeting, or the colleague who quietly de-escalated a tense client email.

Recognition doesn’t have to be reserved for major wins or milestones. Often, it’s the small, consistent acknowledgments that build the most trust. A quick “That was a great question—you got the team thinking differently” as someone leaves a meeting can carry a lot of weight.

Spontaneous praise is simply the byproduct of managers who are present, observant, and willing to act in the moment.

How Managers Can Get Better at Praise
While some leaders are naturally expressive with appreciation, others need a bit of structure and support to build the habit. The good news is, praising well is a learnable skill.

One helpful approach is to create intentional “pause points” throughout the week. Managers can set a recurring 10-minute calendar reminder to reflect: Who made progress this week? Who supported someone else? Who handled a challenge with grace? Even small, regular check-ins like this keep recognition top-of-mind.

Prompts and nudges also work well. Perhaps try a Slack bot that asks, “Who do you want to recognize today?” or a simple low tech journal entry at the end of the day.

Another effective tactic is shadowing or peer coaching. Encouraging managers to observe a colleague who’s great at recognition, or to review examples of well-delivered praise, can spark new language and confidence.
And perhaps most important: senior leaders need to model this behaviour consistently. When team leads hear authentic recognition from the top—especially when it’s specific and heartfelt—they understand that it’s not soft or optional. It’s part of being an effective leader.

Celebrate With the Team, Not Always Just the Individual
While one-on-one praise is powerful, there’s something uniquely energizing about collective recognition. Celebrating wins as a team—whether small milestones or major accomplishments—creates a shared sense of purpose, belonging, and forward momentum.

Again, research from O.C. Tanner shows that team recognition builds stronger collaboration and improves cross-functional trust. When people witness others being recognized, it signals what’s valued, reinforces positive behaviours, and inspires others to contribute in similar ways.

In uncertain times, team celebrations offer more than feel-good moments—they become rituals of resilience. They remind everyone that despite external pressures, progress is still being made, and they’re part of something bigger than their individual role.

Final Thought
In uncertain times, when teams are stretched thin and pressure is high, people are looking for signs that their work still matters. A manager’s well-placed words—offered with sincerity and presence—can cut through the noise and remind employees that they’re seen, appreciated, and not alone. That’s true leadership.

Sources:
https://hrtechedge.com/workhuman-gallup-research-finds-recognition-at-work-bolsters-engagement-and-shields-employees-from-burnout/ 
https://www.gallup.com/analytics/472658/workplace-recognition-research.aspx 
https://www.octanner.com/white-papers/the-business-case-for-employee-recognition 
https://www.gallup.com/analytics/392540/unleashing-recognition-at-.work.aspx 
https://www.octanner.com/global-culture-report/2022-connection