The Role Of Leadership In Shaping A Recognition-rich Culture

With Expert Inputs from :

Saurabh Deshpande - People Culture Expert

Take time to appreciate, and they will reciprocate in a thousand ways.
~Bob Nelson

Every time I reflect on the amazing bosses I’ve worked with, one thing always stands out- the way they made me feel. The ones I admired most didn’t just focus on deadlines and results. They took the time to acknowledge my efforts and celebrate all the small wins I had throughout.

But the ones with whom I didn’t resonate much were those who rarely acknowledged my efforts. With them appreciation felt like an afterthought and recognition was rare.

Thinking about it more, I’ve come to realize the key difference. I believe it all comes down to leadership.

Leaders actively recognizing and appreciating their teams set the tone for how employees feel about themselves and how they treat one another. A leader who models appreciation encourages a culture where recognition becomes natural.

On the flip side, if leaders overlook recognition, it signals that they don’t prioritize a recognition-rich culture. And, unfortunately, that mindset trickles down, creating a disengaged workplace.

No wonder, a Forbes study found lack of recognition as the major contributor to employee disengagement. In fact, one of Gallup’s research also found that recognition from leaders is the most memorable for 24% of employees.

Now, this brings us to another crucial question,

What’s the role of leadership in shaping a recognition-rich culture?

Let’s try to figure that out in this blog.

The Leadership- Recognition Connection

Time and again, we’ve witnessed that leadership sets the tone for company culture. The way our leaders communicate, acknowledge efforts, and model behaviors directly impacts us.

In fact, you’ll be surprised to know that leaders influence nearly two-thirds of the variance in employee engagement scores across organizations. With this you can assume the incredible impact leaders have on helping employees engage in their work.

A recognition-rich culture doesn’t just occur by chance. It’s built through intentional leadership efforts over time. Leaders in any organization have the power to make recognition a fundamental part of their culture.

Employees, in turn, take cues for their leaders, reinforcing these behaviors in their day-to-day interactions.

But now the question that will certainly intrigue many of you is,

What does it take for leaders to cultivate such a kind of culture?

Well, let’s try to figure that out in the next section.

Practical Ways Leaders Can Foster Recognition-rich Culture

1. Align Recognition with Company Mission and Values

Recognition means the most when it reflects what your company truly stands for. It’s not just about rewarding performance. But more about celebrating the behaviors that bring your mission and values to life.

Take collaboration, for example. If it’s a core value, recognition shouldn’t only highlight individual achievements. It should also shine a light on teamwork. A quick shoutout in a team meeting, a company-wide email celebrating a group effort, or even a peer-nominated award for teamwork—small gestures like these reinforce a culture where values aren’t just words on a wall but part of everyday work.

2. Building Recognition into their Leadership Habit

Recognition shouldn’t be an afterthought. It should be part of a leader’s daily routine. Leaders taking a moment to appreciate their team members’ contribution has more impact than you can imagine. In fact, 40% of employees rate recognition from their leaders as the most impactful on their overall employee experience.

At the end of the day, it’s about making recognition instinctive rather than occasional. If you as a leader make appreciation a habit, it will trickle down and encourage others to do the same.

3. Leverage Tech to Democratize Recognition and Make It Measurable

With the right technology, appreciation can be instant, inclusive, and trackable. Digital platforms make it possible for everyone in an organization to recognize and reward great work instantaneously. For someone going the extra mile, a quick public shoutout on a recognition platform or a simple “thank you” message with reward points can go a long way.

Additionally, leaders can track engagement trends and see which team or individuals are getting recognized the most.

Listen to our Podcast: How Does Insightful Data Lead to Smarter Strategic Moves?

4. Encouraging a Culture of Appreciation among all levels of Staff

Ask yourself: Does appreciation flow freely at all levels in your organization?

If the answer is yes, you’re on the right track, keep it up! After all, everyone wants to feel valued, and as mentioned earlier, leaders play a crucial role in setting that tone.

Making recognition second nature is easier than you think. Start by encouraging your team to celebrate each other’s wins. Small gestures like handwritten notes, a kudos Slack channel, or simply acknowledging great work in the moment can make a big impact.

Take it a step further with a recognition platform to ensure appreciation is easy, consistent, and visible. Instead of waiting for annual reviews, employees can celebrate achievements in real time.

You’ll be amazed at how a culture of regular appreciation transforms your workplace, boosting engagement, motivation, and connection.

Common Challenges Leaders Face while Fostering a Recognition-Rich Culture (and How to Overcome Them)

The task of building a culture of recognition sounds simple. People think all you need to do is appreciate your team and celebrate their wins. But it’s not always that easy.

We’ve noticed that leaders often struggle with making recognition a consistent, meaningful part of the workplace.

So, let’s find out the practical ways to overcome some common challenges faced by leaders.

1. Recognition Feels Like Just Another Task

With packed schedules and constant deadlines, leaders often push recognition down the priority list. It’s not that they don’t appreciate their teams. It’s just that there’s always something more “urgent” to handle.

But the irony? Taking a few seconds to acknowledge great work actually boosts productivity, engagement, and morale, making those other tasks easier in the long run.

The Fix-

Instead of viewing recognition as an extra chore, you must embed it into your daily interactions. A quick "Hey, I really appreciate the effort you put into this during a meeting" or a simple “Thank you” in an email takes little time but has a lasting impact.

2. The Struggle to Make Recognition Feel Genuine

A half-hearted “Good job” isn’t going to inspire anyone. Your employees can tell when appreciation is forced or generic. The real power of recognition lies in its authenticity. People want to feel valued for their specific contributions, not just hear blanket praise that could apply to anyone.

How to make it meaningful:

Be specific.

Instead of saying, “Great work,” say, “I really appreciate how you took the initiative on that project and kept everything on track. It made a huge difference.”

The more detailed the recognition, the more it resonates. And if you’re not sure what to say, just be honest. Trust me when I say, appreciation is most powerful when it’s real.

3. Not Everyone Like the Same Kind of Recognition

Some employees (like me) love being recognized in front of the whole team. The applause, the acknowledgment, it feels energizing and motivating.

Some, on the other hand, cringe at the thought of public praise. They might feel put on the spot, awkward, or even anxious. For them, a quiet, one-on-one "thank you" might be far more meaningful.

This is where a one-size-fits-all approach to recognition falls short. What motivates one person might make another uncomfortable.

How to personalize recognition:

The easiest way? Ask.

A quick chat or survey can help leaders understand how each team member prefers to be recognized. Maybe someone prefers a personal note, while another appreciates a LinkedIn shout-out.

You must always keep in mind, when recognition feels tailored, it’s far more impactful.

Do Give a Read: Types Of Employee Recognition-All You Need To Know

4. Recognition Is Seen as a Leadership Responsibility, not a Team Effort

In many workplaces, recognition only flows from the top down. Leaders appreciate employees, but employees don’t always acknowledge each other. This creates a culture where appreciation feels more like a performance review than a genuine expression of gratitude.

How to encourage peer recognition:

Recognition shouldn’t just come from managers. It should be a habit across the entire team. You must encourage your team members to shout out their colleagues’ achievements in meetings, set up a “kudos” Slack channel, or introduce peer-nominated awards. With everyone’s participation, recognition becomes an ingrained part of company culture.

5. Only Celebrating the Big Wins

It’s easy to recognize major achievements like landing a big client, finishing a big project, or hitting an important milestone. But what about the everyday wins? The quiet, behind-the-scenes efforts that keep everything running smoothly.

How to recognize the small things:

Appreciation isn’t just for major accomplishments. Recognizing the day-to-day moments like a team member stepping up to help, a thoughtful contribution in a meeting, or just consistent hard work, makes people feel valued for their ongoing efforts. A simple “Hey, I noticed what you did there, thank you” can mean the world.

6. Recognition Feels Disconnected from Company Values

Ever seen someone get praised for a small task, but a big achievement goes unnoticed? It can feel unfair and even demotivating.

But that’s what happens when recognition isn’t tied to organization values. It starts to feel like a random gesture rather than something meaningful.

How to align recognition with culture:

The most impactful recognition highlights right behaviors that reinforce company values. If collaboration is a core value, appreciate those who foster teamwork. If innovation is key, celebrate creative problem-solving.

Finally........

A culture of recognition isn’t built on grand gestures. It’s built on small, meaningful moments. A quick thank-you, a personal note, or simply acknowledging someone’s effort can make all the difference.

So, here’s a thought. Who’s someone that made your day a little easier this week? Let them know. A little appreciation can go a long way.

Sanjeevani Saikia is a Content Marketing Specialist at Vantage Circle and a voice behind the Vantage Influencers Podcast. As a writer and podcast host, Sanjeevani is dedicated to exploring and promoting recognition-rich, people-first cultures. Through her writing and conversations with HR leaders from around the world, she brings critical industry insights to the forefront. For any related queries, contact editor@vantagecircle.com.