Most leaders are getting recognition dead wrong.

We throw out a “nice job” or order a few pizzas and expect people to feel seen.

We host a jeans day and call it culture.

But appreciation isn’t about optics.

It’s not about perks or surface-level praise.

It’s about reinforcing the behaviors that drive your team — and your business — forward.

Here are 3 ways to get it right.

3 Core Components of Real Appreciation

Be specific.

“Great job” is easy.
It's also meaningless.

People can’t grow from it, and they definitely don’t feel valued by it.

If someone stepped up and you want to recognize it, don’t generalize.

“You took initiative when the system went down. You coordinated the fix, kept everyone informed, and got us back online. That ownership made all the difference.”

When people hear exactly what they did well, they don't just feel appreciated, they know how to repeat it.

Specificity isn't extra — it's essential. 

Provide evidence.

Here’s what happens when your praise lacks depth:
Your people deflect it.

“That wasn’t me.”
“It’s just my job.”
“They’re probably saying that to everyone.”

Why? Because most of the time…they’re right.

If you want recognition to land, anchor it in facts and tie it to real impact.

“That client signed the deal because of your follow-up questions. You caught something we missed, and that saved the contract.”

Evidence makes praise stick. It helps people internalize it — and own it.

Encourage more of it.

Appreciation isn’t a high five and done. It’s a launch point.

Use it to say: “Do more of that.”

“The way you managed that project? Show the rest of the team how you ran your process. We need more of that on our team.”

Recognition should celebrate what’s working and create momentum.

If it doesn’t do both, it’s incomplete.

Appreciation done right isn’t extra.

It’s essential. And it has to be intentional.

In my latest video, Employee Recognition: What Every Leader Needs to Understand First, I go deeper into what works, what doesn’t, and why most leaders are getting this wrong.

Because a pizza party might buy you a smile, but real appreciation builds a team that performs, grows, and stays.