In any thriving organisation, we know our people are the ones driving progress. They’re the innovators, the problem-solvers and often the quiet heroes who get things over the line when the pressure is on. Yet, how often do we see their best work go unnoticed? Publicly recognising and celebrating what our people contribute isn’t just a nice-to-have; it’s a fundamental part of any serious strategy for engagement, retention and long-term success.
Let’s unpack why public recognition carries so much weight, how you can get it right in your own organisation and the tangible results it delivers for both your people and your bottom line.
So, why does taking praise public make such a difference?
While a quiet word of thanks is always valuable, taking that appreciation public amplifies its impact enormously. It does more than just make one person feel good; it clearly signals the kinds of behaviours you want to see more of, boosts morale across the board and helps cultivate a culture where people know their effort is genuinely seen and valued.
Here’s why it’s a non-negotiable part of our toolkit:
- It fuels motivation: When your team sees their colleagues being praised for great work, it doesn’t just inspire the individual; it creates a powerful ripple effect of positive reinforcement.
- It builds your culture: Public recognition is one of the most effective ways to bring your company values to life, showing everyone what they look like in practice.
- It increases visibility: Acknowledging contributions in wider meetings or on company-wide channels ensures that fantastic work doesn’t get siloed and is seen by senior leadership.
- It improves retention: Let’s be honest, people who feel seen and appreciated are far less likely to start looking at recruiters’ messages on LinkedIn.
And it’s not just a feeling. According to Gallup, employees who feel properly recognised are 4.6 times more likely to feel empowered to bring their A-game to work every day.
The psychology of a simple ‘thank you’
Effective recognition taps into some very basic human needs: validation, belonging and a sense of self-worth. When we do it well, public appreciation satisfies these drivers by reinforcing key messages:
- It reinforces identity – “I belong here and I am valued.”
- It promotes self-efficacy – “What I do truly makes a difference.”
- It fosters connection – “My colleagues and the business have my back.”
The result of getting this right? Happier, more engaged people who are personally and professionally invested in their work and the organisation’s future.
Practical ways to recognise your people publicly
There isn’t a single ‘right’ way to do this. The best method will always reflect your organisation’s unique culture, the person you’re celebrating and the nature of their achievement.
1. Team Meetings or Town Halls
This is often the easiest and most immediate place to start. Publicly acknowledging great work in regular team huddles or all-hands meetings is perfect for highlighting team-based wins or brilliant individual efforts on tough projects.
For example: “Before we move on, I want to give a huge shout-out to Sophia. She went above and beyond to onboard three major clients this week, all while mentoring a new joiner. That’s an incredible effort.”
2. Internal Newsletters or Bulletins
Featuring individuals or teams in a “Spotlight Section” of your internal comms gives their achievements much broader visibility, which is especially important in larger, more dispersed organisations.
The benefits here are clear:
- It creates a lasting written record.
- It effectively reaches your remote and hybrid teams.
- It’s incredibly easy to scale as you grow.
3. Digital Recognition Platforms
Tools like Bonusly, Kudos or modules within Microsoft Viva allow for real-time, peer-to-peer appreciation. The trick is to integrate them seamlessly into the platforms your people already use, such as Slack or Teams.
4. Noticeboards or Recognition Walls
Don’t underestimate the power of a dedicated physical or digital “wall of fame”. It’s a constant, visual reminder that celebrates everyone, from the top performer of the month to the unsung heroes who consistently live your company values.
5. LinkedIn or Social Media Shoutouts
When done with the employee’s explicit consent, highlighting fantastic work on a platform like LinkedIn can be a double win: it gives the employee immense pride and significantly polishes your employer brand.
A crucial point here: always get permission before sharing names, photos or specific details externally. It’s about celebration, not exposure.
6. Award Ceremonies or Annual Honours
More formal recognition, through structured awards like “Employee of the Month” or a “Leadership in Action” prize, can be incredibly powerful. Making a bit of a ceremony out of it adds to the sense of occasion and makes it memorable.
What should we be recognising?
To have any real impact, public recognition must be specific, timely and genuinely connected to your company values.
Think about celebrating:
- Key achievements (hitting targets, launching a project)
- Genuine innovation (a new idea, a clever solution to an old problem)
- Brilliant collaboration (the team players who lift everyone else up)
- Unwavering consistency (the reliable performers who are the bedrock of the team)
- Natural leadership (guiding others, mentoring, inspiring action)
- Customer impact (delivering exceptional service that gets noticed)
Tips for making sure your recognition lands well
To ensure public recognition feels meaningful and not just like a box-ticking exercise, keep these principles in mind.
Be Authentic
Please, let’s move beyond a generic “great job”. Explain what the person did, what the impact was and why it mattered to the team or the business.
“Tom, your detailed analysis for the last procurement round directly saved us £15k. Your sharp eye for detail made a tangible difference.”
Be Timely
Don’t save it all for the annual review. The closer the recognition is to the event, the more you reinforce the desired behaviour.
Match the Style to the Person
Not everyone enjoys being the centre of attention. You know your people; a big song and dance might be perfect for one person, while another would much prefer heartfelt praise in a smaller team meeting.
Include Peer Recognition
Top-down appreciation is essential, but it’s peer-to-peer recognition that truly builds camaraderie, trust and mutual respect on the ground.
Link it to Your Values
By connecting recognition back to core organisational values (like innovation, integrity or empathy), you give it a far deeper meaning and consistently reinforce your culture.
The business case for public recognition
Acknowledging contributions publicly isn’t a ‘soft’ initiative; it directly fuels organisational growth and resilience.
Higher Engagement
Remember that Gallup data? Engaged employees aren’t just happier; they are 21% more productive and work in business units that are 22% more profitable. Recognition is a key driver of that engagement.
Stronger Teams
When colleagues actively celebrate each other’s successes, it nurtures trust and psychological safety. Those are the conditions where teams collaborate more effectively and navigate conflict with greater empathy.
Improved Retention
It’s simple: people who feel valued stay. A strong culture of recognition directly reduces turnover, which in turn saves your organisation a fortune in recruitment and onboarding costs.
A Powerful Employer Brand
Public shoutouts on LinkedIn or your company blog do more than just celebrate an individual. They send a clear signal to potential candidates that yours is a place that values people, not just performance metrics.
Common mistakes to steer clear of
Even with the best intentions, a poorly executed recognition programme can do more harm than good. Here are the classic tripwires:
- Overdoing it – If everything is amazing, nothing is. Constant, low-level praise can feel insincere. Save public shoutouts for moments of genuine impact.
- Playing favourites – Are you only ever praising the same few people? This is one of the fastest ways to demotivate everyone else. Ensure your systems are fair.
- A lack of clarity – Vague praise has very little impact. Be specific. What did they do? Why was it great?
- Forgetting the quiet contributors – Not all of your stars are loud. Make sure your recognition processes are designed to spot the vital, behind-the-scenes work too.
How to build a genuine culture of appreciation
For public recognition to be truly powerful, it needs to be woven into the fabric of your organisation, not just a one-off campaign. Here’s how you make it stick:
- Set a regular rhythm – Make a “shoutout” section a standing item in weekly team meetings.
- Empower your managers – Train and encourage your team leads to spot and celebrate great work publicly and often.
- Provide the right tools – Implement platforms that make it easy and intuitive for anyone, at any level, to give thanks.
- Lead from the top – When senior leaders consistently and authentically model appreciation, it gives everyone else permission to do the same.
At the end of the day, publicly recognising and celebrating what your people do is one of the simplest, most cost-effective ways to motivate your workforce, strengthen your teams and drive performance. It costs very little, but the return is enormous.
As Mary Kay Ash famously said, “There are two things people want more than sex and money… recognition and praise.”
By embedding public recognition into your company’s daily rhythm, you create a workplace where people feel seen, valued and motivated to do their best work, not just for a reward, but for the satisfaction of being part of something that appreciates them back.
