Benefits of Acknowledging Team Contributions

Some employees are not exhausted from work. They are exhausted from feeling invisible despite their effort. I remember noticing a small moment during a busy workday. A team member who had been consistently handling pressure quietly received simple appreciation during a discussion. Nothing dramatic changed in the meeting, but their energy changed immediately. They became more engaged, more vocal, and more confident in the conversations that followed. That observation reinforced something important. Recognition does not only improve morale. It changes participation. Many managers underestimate how much emotional weight people carry silently while continuing to perform professionally. Employees often continue meeting deadlines even when they feel overlooked. But over time, when effort is only expected and never acknowledged, work slowly becomes transactional. I have seen that appreciation is most powerful when it is specific and timely. Not generic praise. Not occasional celebration posts. Real acknowledgment of effort, reliability, improvement, or support given during difficult moments. Those small interactions shape culture far more than most policies do. Within our organization, we try to remain very conscious of this. People should not feel that their contribution is only noticed when something goes wrong. Consistent effort, collaboration, and accountability deserve visibility as well because strong cultures are built through everyday leadership behavior. A salary supports people financially. Appreciation supports them emotionally. Both matter more than many leaders realize. “People rarely forget who made them feel valued during ordinary days.” When people leave your meetings, do they feel managed, or genuinely appreciated for what they contribute? LinkedIn LinkedIn News #Leadership #WorkCulture #FutureOfWork #LinkedIn ##LinkedInNews

The most underrated leadership skill isn't strategy. It's appreciation. Early in my career, I believed people were motivated mainly by salary, promotions, or incentives. Then I had an experience that completely changed my perspective. I was working on a challenging project that required extra hours, tight deadlines, and constant problem-solving. Like many professionals, I was focused on delivering results and didn't expect anything beyond that. One day, my manager took a few minutes during a team meeting to acknowledge the effort I had put in. It wasn't a grand reward. No bonus. No special recognition program. Just a genuine "thank you" and specific appreciation for the work I had done. What happened next surprised me. I felt more motivated. More committed. More willing to go the extra mile. Not because I had to, but because I wanted to. That experience taught me a lesson I still carry today: People rarely forget how you make them feel. When people feel valued, they: ✅ Take greater ownership ✅ Contribute more ideas ✅ Stay engaged during difficult times ✅ Consistently exceed expectations Appreciation costs nothing, but its impact can be priceless. Whether you're a leader, colleague, business owner, or team member, never underestimate the power of recognizing someone's effort. A simple acknowledgment at the right moment can inspire more than any policy or process ever will. What's one moment when someone's appreciation motivated you to do more than expected?

THANKS!!!!! It's the most valuable word in the English language, and I'm going to prove it to you. We tend to treat gratitude like it’s emotional glitter. It's nice to sprinkle around but not exactly a business strategy. Except… the research says otherwise. Gratitude isn’t soft. It’s economic. It’s operational. It’s behavioral science with a better smile. Here’s what one little “thanks” actually does inside an organization: 1. It increases performance (immediately). A study from the Wharton School found that salespeople who received a single expression of gratitude from a manager increased their outreach by 50% the following week. Why? Because feeling valued triggers dopamine, which increases persistence and effort. This is the cheapest productivity boost on earth. 2. It reduces turnover (dramatically). Bersin’s research shows that organizations with strong recognition cultures have 31% lower voluntary turnover. Gallup found that employees who feel under-recognized are 2x as likely to quit. Translation: “Thanks” is a retention strategy with a near-zero implementation cost! 3. It shields your culture from burnout. A UC Berkeley study found that practicing gratitude lowers cortisol by up to 23%, effectively reducing the chronic stress that leads to burnout. And people who receive regular recognition are 44% more likely to describe themselves as thriving, per Gallup. Healthy brains = healthy bottom lines. 4. It strengthens team effectiveness. Google’s Project Aristotle identified psychological safety as the strongest predictor of high-performing teams. Gratitude behaviors—acknowledging contributions, recognizing effort, praising progress—are “shortcut behaviors” that increase psychological safety faster than structural changes do. 5. And yes, it increases revenue. Companies with high employee engagement outperform the market by 202%, according to HBR! Customers notice it too: employees who feel appreciated deliver 10–20% higher customer satisfaction, which cascades into higher loyalty and repeat revenue. I'm equating the word "thanks" with the real impact all star, gratitude. Gratitude requires activation of specific areas of the brain. Guess what the quickest way to access those parts are? Yep. Feeling thankful and saying it. You get an even greater boost depending on how specific you are. Here's my challenge to everyone out there. For one week (or one month if you really want to test the theory), be purposeful about how and who you thank. Record it in a gratitude journal and make notes over time for how your relationship with that person improves. Bonus, if you are any type of supervisory or team situation, also record how that person's performance changes. Let's go out there and prove that positivity works better than the alternative. It all starts with "thanks." With that said, THANK YOU for reading. #LeadershipScience #WorkplacePsychology #EmployeeEngagement #PositiveCulture #BehavioralEconomics #GratitudeAtWork

Why People Matter: A Crash Course in Basic Humanity 👍 Let’s face it: Work is busy. Deadlines pile up, calls and emails ping endlessly, and we’re all one bad coffee away from a breakdown. But here’s the thing: none of us actually does this alone. Whether it’s your start-up cofounder who went to Yale and always edited your industry articles no questions asked (Lyle Crowley), or the global marketing teammate who always had the time to talk strategy (Adam Broitman) or the cheery colleague who shared legacy learnings from before your time (Sheila Cecchi), people make the magic happen. And the least we can do is make them feel like they matter. Here are five solid (and slightly ridiculous) reasons to acknowledge your team: 1️⃣ People are not vending machines. You can't just put in a requests month after month and magically get results. They’re real humans. They need more than “Thanks, team” at the end of your email. Try calling out specific contributions. It’s free—and honestly, they’ll work 10x harder for you next time. 2️⃣ Your team is your safety net. That project you nailed? It’s because someone else caught what you missed. Acknowledging them isn’t just polite; it’s smart. Karma’s watching, and she loves a team player. 3️⃣ It’s better than donuts. Sure, treats are cool, but nothing beats hearing “You crushed it today” when you least expect it. People remember praise more than pastries. (Though both is a power move!) 4️⃣ The it’s-not-my-job vibe is contagious. If people don’t feel valued, they won’t go the extra mile. The fix? Make them feel seen. A quick shoutout can turn a “meh” team into an unstoppable force of nature. 5️⃣ Happy teammates = less stress for you. People who feel appreciated don’t just work harder—they stick around. (And let’s be real, finding new talent is a pain.) The bottom line? Acknowledging others takes five seconds but can change everything. People want to know their work matters, and by giving them that, you build trust, camaraderie, and results that actually stick. So, the next time someone makes you look good, don’t just nod and move on. Say it. Shout it. Let it be known. Because when you make people matter, your team becomes unstoppable. Now go, sprinkle some recognition and watch your team glow.

The strongest leaders all share one quiet habit. And most people overlook it. I’ve seen this throughout my career: people don’t just remember the big milestones… They remember the moments someone noticed them. A quick “I see how hard you’re working.” A simple “Your idea made a difference today.” A “Thank you” said in a way that makes it resonate like it isn’t an afterthought. You might think these moments are small, but research tells a different story: 🟢 Employees who feel recognized are 2.7x more likely to be highly engaged (Gallup). 🟢 Teams that receive regular appreciation have 31% lower turnover (Workhuman). 🟢 A culture of recognition boosts morale, trust, and collaboration across the board (Deloitte). And here’s the part many leaders overlook: Recognition is one of the fastest ways to build real belonging. When you feel seen, you feel safe. When you feel valued, you show up differently. When you feel like you belong, you contribute with confidence. If you want stronger teams, start with something actionable: ✨ Notice people. ✨ Name their contribution. ✨ Remind them that they matter. Because recognition isn’t just good leadership. It’s good humanity. 👉 Follow me for more content that blends culture, creativity, and connection. 👉 Be the first to know what’s new: https://lnkd.in/ekjY27_V ♻️Let’s widen the circle! Share this with a fellow changemaker. 👍

𝗪𝗵𝗮𝘁’𝘀 𝘁𝗵𝗲 𝗲𝗮𝘀𝗶𝗲𝘀𝘁 𝘄𝗮𝘆 𝘁𝗼 𝗱𝗲𝗺𝗼𝘁𝗶𝘃𝗮𝘁𝗲 𝘆𝗼𝘂𝗿 𝘁𝗲𝗮𝗺? Ignore their hard work. Recognition isn’t a perk - it’s fuel. People don’t just want to be paid... they want to be valued. And when leaders get this wrong, morale crumbles. I once had a high-performing team member pull me aside and say, "I love this job, but I feel invisible." That hit me. He wasn't asking for a raise. He wasn't asking for a promotion. He just wanted to know his work mattered. And I realized - I was so focused on results that I had overlooked recognition for the team contributions to the organizational successes. I changed my approach immediately, and the impact was undeniable. 𝗖𝗼𝗻𝗰𝗲𝗿𝗻: Too many leaders underestimate the power of recognition. → Silence feels like indifference. No feedback is often worse than negative feedback. → "They know I appreciate them" isn’t enough. People need to hear it. → Recognition doesn’t just boost morale- it drives performance. → A lack of recognition fuels disengagement, high turnover, and burnout. If you don’t intentionally recognize your team, you’re unintentionally demotivating them. 𝗖𝗮𝘂𝘀𝗲: Why do leaders struggle with recognition? → They assume "doing your job" shouldn’t require praise. → They think recognition has to be formal or expensive. → They get too busy and forget. → They don’t realize how much it matters. The truth? Recognition isn’t about big gestures - it’s about consistency. 𝗖𝗼𝘂𝗻𝘁𝗲𝗿𝗺𝗲𝗮𝘀𝘂𝗿𝗲: Want to boost morale and engagement? Start recognizing the right way. → Be specific. Instead of “great job,” say "Your attention to detail on that project made all the difference." → Make it public. A simple shout-out in a meeting can go a long way. → Be timely. Don’t wait for performance reviews - recognition should be immediate. → Personalize it. Some people love public praise, others prefer a quiet thank-you. Know what works for each team member. → Tie it to impact. Connect recognition to company goals so employees see how their work contributes. The best part? It costs nothing and delivers huge returns. 𝗕𝗲𝗻𝗲𝗳𝗶𝘁𝘀: → Increased engagement. Teams that feel valued show up stronger. → Lower turnover. People stay where they feel appreciated. → Higher performance. A culture of recognition leads to a culture of excellence. → Stronger leadership trust. Leaders who recognize others build loyalty and respect. Recognition isn’t a “nice-to-have.” It’s a leadership responsibility. "Recognition isn’t about grand gestures. It’s about making sure no one feels invisible." 𝗪𝗵𝗮𝘁’𝘀 𝗮 𝘀𝗺𝗮𝗹𝗹 𝗴𝗲𝘀𝘁𝘂𝗿𝗲 𝗼𝗳 𝗿𝗲𝗰𝗼𝗴𝗻𝗶𝘁𝗶𝗼𝗻 𝘁𝗵𝗮𝘁 𝗺𝗮𝗱𝗲 𝗮 𝗯𝗶𝗴 𝗶𝗺𝗽𝗮𝗰𝘁 𝗼𝗻 𝘆𝗼𝘂? Or, as a leader, how do you ensure your team feels seen and valued? Hope you have a fulfilling, productive, and inspiring Thursday! - Chris Clevenger #Leadership #EmployeeEngagement #Recognition #WorkplaceCulture #TeamSuccess

The most powerful tool for workplace engagement and performance costs... $0. (and you already have it.) Gratitude. Most leaders and teams think success comes from pushing harder for results. Focusing solely on metrics. Demanding constant output. But here's what the research and best practices show about a culture of gratitude as appreciation and feedback: Teams where gratitude is expressed are... ➟ 70% more engaged (feeling seen & valued) ➟ 40% more resilient (bouncing back faster) ➟ 21% more productive (motivated by recognition) ➟ 4x more likely to stay (feeling connected & supported) Because gratitude isn't just a feeling. It's an engagement multiplier. It transforms average teams into exceptional ones. Think about it: When someone genuinely expresses appreciation for your work, or gives thoughtful feedback that helps you grow, you feel seen. Valued. You trust more. You can be your best self. That's why great leaders and thriving teams practice these daily: • They give specific encouragement: "Great job on the Q2 report, particularly how you analyzed X data point." • They offer constructive feedback with care: "Your presentation was strong, and adding a summary slide at the end could make it even more impactful." • They celebrate small wins: Not just major milestones, but the daily efforts that contribute. • They defend colleagues who aren't in the room: Speaking positively and with respect. • They respect boundaries and off-hours: Showing appreciation for personal time. • They lead with active listening: Truly hearing team members' challenges and ideas. • They offer help before being asked: Demonstrating support and valuing collaboration. • They include all voices: Ensuring everyone feels their contribution is appreciated. • They share knowledge freely: Fostering growth and collective success. • They give credit generously and publicly: Highlighting individual contributions to team success. We can make progress with strategy. But if we want to truly thrive, we need to pay attention to human connection. Nothing fuels performance, retention, and a positive culture more than genuine gratitude expressed as appreciation and constructive feedback. Make gratitude your workplace's competitive advantage. Your team will thank you. Your results will show it. Your legacy will reflect it. Want to transform your workplace culture? Start with gratitude. The rest will follow. How do you practice and receive gratitude (as appreciation or feedback) in your workplace?

Want a crew that sticks with you through thick and thin? Start by saying two simple words: 𝘵𝘩𝘢𝘯𝘬 𝘺𝘰𝘶. Running a business teaches you a lot about people. Tools and trucks keep things moving, but what really keeps a team strong is how you treat the people behind the work. I’ve learned that recognizing effort matters more than most leaders realize. When someone shows up early, takes extra care on a job, or helps a coworker without being asked, it’s easy to let it slide as “just doing their job.” But those moments are what make the difference between a good crew and a great one. A little gratitude goes a long way. When you take the time to notice, acknowledge, and thank your people, they don’t just feel appreciated, they feel invested. And that builds trust and loyalty you can’t buy. Here’s what gratitude does inside a team: • 𝗜𝘁 𝗳𝘂𝗲𝗹𝘀 𝗺𝗼𝘁𝗶𝘃𝗮𝘁𝗶𝗼𝗻—people go the extra mile when they know their effort is valued. • 𝗜𝘁 𝗯𝘂𝗶𝗹𝗱𝘀 𝗹𝗼𝘆𝗮𝗹𝘁𝘆—teams stick together when they know their leader has their back. • 𝗜𝘁 𝘀𝘁𝗿𝗲𝗻𝗴𝘁𝗵𝗲𝗻𝘀 𝘁𝗿𝘂𝘀𝘁—because recognition shows you’re paying attention, not just handing out orders.    Gratitude creates an environment where people want to show up, stay sharp, and keep building something together.

Your team should not have to chase recognition. Great leaders go looking for it. And y’all, I think this becomes even more important as teams grow. It is easy to recognize the people you work with every day. The harder part is noticing the wins you do not personally see. That is something I’ve had to become very intentional about at Studio Grow. As we’ve grown, I realized that if I only celebrated the work closest to me, I would end up praising the same people over and over. Not because they were the only ones doing great work. Because they were the most visible. So before team meetings, I started asking our leaders: 👏 “Tell me what your team has done exceptionally well.” That question matters because great work does not always announce itself. Sometimes it is: ✨ The coach who helped a client get a major win ⚙️ The operations person who quietly fixed a broken system 🤝 The team member who made someone else’s job easier and never said a word about it Recognition should not depend on visibility. It should reflect contribution. And I’ve learned that some people are uncomfortable receiving praise at first. They blush, deflect, or say, “It wasn’t that big of a deal.” But it is. People need to know their work matters. When people feel seen, they take more ownership, collaborate better, and lead with more confidence. Clapping for someone else does not make your success smaller. It makes the whole team stronger. Who’s someone on your team who deserves recognition this week? P.S. For more posts about leadership, team growth, and entrepreneurship, follow Lise Kuecker. And if y’all want more honest conversations about building businesses and leading well, sign up for my weekly newsletter, Growth Factor: bit.ly/Growth_Factor

Gratitude is criminally underused in workplaces. Too many leaders focus solely on performance metrics, forgetting the human element. I’ve seen it firsthand—employees pour their hearts into their work, but their efforts go unnoticed. The result? The emotional exhaustion sets in. The disengagement follows. Gratitude shouldn’t be reserved for special occasions. It’s about the small, everyday acts: ➤ Acknowledging hard work in team meetings. ➤ Saying thank you for going the extra mile. ➤ Taking the time to recognize someone’s contribution publicly. Gratitude builds trust, fosters loyalty, and makes employees feel seen and valued. Without it, you risk losing the very people who are making your company thrive. The cost of neglecting gratitude? Higher turnover. Lower morale. Disengagement. How are you showing appreciation today?