Encouraging Peer-to-Peer Recognition

Happy Employee Appreciation Week (EAW for short)! At Chase, we know that appreciation is more than just a yearly event—it’s a daily commitment. It means acknowledging the small, often unnoticed efforts that contribute to our success and expressing gratitude for the hard work that might not always be visible but is crucial to our achievements. In our fast-paced environment, recognition is essential. It fuels motivation, engagement, and a sense of belonging. As we kick off EAW this year, I want to highlight the importance of recognizing and valuing our incredible team members every day and share how I show appreciation – emojis and exclamation marks (and the occasional BOOM)! I love getting updates on achievements via email and use it as an opportunity to quickly thank our team and celebrate their success. Our jobs are hard! We’re breaking down big, complex challenges, at incredible scale and a positive and upbeat attitude supports and inspires people. I bring that to every interaction I have – particularly those that are in the thick of this work – as I know it inspires me when I experience the same. Here are some ways I do that: 1. Be Timely and Specific: Recognize achievements as they happen. Specific feedback is more impactful than generic praise (e.g., “You’re doing a great job” vs. sharing specifically what is great about the work that’s being done). 2. Personalize Your Approach: Understand what forms of recognition resonate with each team member. Tailor your appreciation to their preferences. Some folks prefer to be recognized privately vs. sharing praise in a big group setting and vice versa. I’ve also found some folks appreciate a written thank you more than saying it in a meeting. 3. Encourage Peer Recognition and Lead by Example: Foster a culture where colleagues appreciate and recognize each other by doing it yourself. Celebrate other peoples’ wins. Peer recognition can be incredibly powerful (and it helps boost morale and motivation, too). On that note, thank you to all my amazing Chase (and JPMorganChase) colleagues for your hard work, dedication, and passion. You inspire me every day, and I am grateful for everything you do. Let’s celebrate you this week and every week! 🎉 #EmployeeAppreciationWeek #Gratitude #Recognition

Too often, work goes unnoticed. But people want to be seen. A recent statistic had me thinking: 37% of employees claim that increased personal recognition would significantly enhance their work output. This insight comes from an O.C. Tanner survey, which leveraged 1.7 million responses from employees across various industries and company sizes. Beyond just feeling nice, recognition emerges as the most impactful driver of motivation. It makes real-time feedback, personal appreciation, and meaningful rewards not just nice-to-haves — they're must-haves to fuel performance. Here are concrete ways you can supercharge your recognition efforts to resonate deeply with your team: (1) Spotlight Specifics: Highlight specific achievements. Hilton’s Recognition Calendar equips managers with daily actionable ideas that turn recognizing real accomplishments into a routine practice. (2) Quick Kudos: Swift praise is so important. Timeliness in recognition makes it feel authentic and maintains high motivation levels. (3) Tailored Cheers: Personalize your appreciation. Crowe's "Recognize Alert" system enhances recognition by transforming client praises into celebratory moments, encouraging recipients to pay it forward. (4) Genuine Thank-Yous: Don't underestimate the power of small gestures. Regular acknowledgments, whether through handwritten notes or intranet shout-outs, create a culture where appreciation is commonplace. You do it, others will do it too. (5) Big Picture Praises: Connect individual achievements to the company’s larger mission. Texas Health Resources celebrates personal milestones with personalized yearbooks that link each person’s contributions to the organization’s goals. Using these practices genuinely and consistently can make every team member feel truly valued and more connected to the collective mission. Each act of recognition builds a stronger, more engaged team, poised to meet challenges and drive success. #Recognition #Appreciation #FeelingValued #Workplace #Culture #Innovation #HumanResources #Leadership Source: https://lnkd.in/e8jUtHZH

Appreciation. We thrive on knowing others value our knowledge, contributions, and friendship. Humans want to be validated that they matter. This is critical to having an engaging and productive work culture in your organization. As there is a day for everything, today March 1st is National Employee Appreciation Day. Events are happening at many organizations today to recognize employees for their accomplishments. I was thinking about the risks of not sharing these accomplishments throughout the year. If positive feedback only occurs annually, what can be done about the other 364 days of the year? Research confirms time and again that employees who feel valued and appreciated have higher productivity and have longer tenure with their company. Lower employer turnover reduces costs. Instead of offering suggestions on how to celebrate Employee Appreciation Day, I thought I would offer actions that can be done throughout the year to have sustainable employee appreciation. They are: ➡️Call the team member to say thank you in real-time and explain how their efforts made the project better ➡️Have a standing agenda item for team meetings/townhalls to recognize employee achievements ➡️Have your team submit suggestions for employees they work with outside of your department to acknowledge how these fellow employees make your efforts better ➡️Have a team event during the year like a lunch or community activity that supports your organization’s values for appreciation and recognition. Do not wait to share feedback with your team once a year. Recognize their contributions in real time so they never feel uncertain about the value they have to you and your organization. #RiskManagement #LITrendingTopics #EmployeeAppreciationDay #Leaders Longview Leader Corporation

BETTER than trophies and certificates: This recognition? It comes FROM your colleagues! ⭐Peer-to-peer (P2P) recognition programs are often an UNTAPPED well for boosting employee morale, engagement, and appreciation. ⭐ In a previous role, I noticed a LACK of appreciation within the company culture. This was confirmed by exit interview comments. So, I implemented a P2P recognition program using a software called Motivosity (not a sponsored post!). This platform allowed employees to give each other small cash rewards ($1-$5+) for any reason. The impact was REMARKABLE! We saw significant improvements in employee retention and satisfaction scores. One departing employee even highlighted the program as "the best thing to happen" to their division, crediting it with fostering a positive change in culture. Tips for getting started: ⤵ ✅ Choose the right platform ✅ Promote the program ✅ Lead by example ✅ Make it fun and easy ➡ Have you experienced the power of P2P recognition? #HR #HumanResources #EmployeeAppreciation #CompanyCulture #EmployeeEngagement #PeerRecognition

Appreciation isn't just nice—it's necessary.   Imagine completing a challenging project, pouring weeks of effort into every detail. You submit the final deliverable, and... silence. No acknowledgment. No "thank you." Just another task completed.   This scenario plays out in workplaces everywhere, leaving professionals feeling undervalued. According to a Gallup poll, only 1 in 3 workers strongly agree that they received recognition for doing good work in the past seven days.   Appreciation isn't about empty praise or generic "good job" comments. It's about genuinely honoring the work your employees do and showing them that their efforts matter.   ---7 strategies to make your appreciation more meaningful---   1. Prioritize Daily Recognition ➡Action: Set a daily 5-minute "Recognition Reminder." Use this time to send a specific, thoughtful thank-you email or give a verbal acknowledgment to a team member about their recent work.   2. Showcase Achievements ➡Action: Create a "Weekly Achievements Board" (physical or digital). Highlight team members notable accomplishments, regardless of scale, honoring the effort behind each task.   3. Personalize Your Appreciation ➡Action: Take the "5 Languages of Appreciation" quiz with your team (see comments for more info). Tailor your recognition to each person's preferred style, making your appreciation more impactful.   4. Celebrate Incremental Progress ➡Action: Implement "Progress Check-ins." Start each week by recognizing steps taken towards larger objectives, honoring the journey as much as the destination.   5. Foster Open Appreciation ➡Action: Introduce "Recognition Rounds" in team meetings. Each person shares one thing they appreciate about a colleague's recent work, creating a culture of mutual respect and acknowledgment.   6. Provide Specific Impact Statements ➡Action: Develop "Impact Statements." Regularly share examples of how someone's work made a difference, linking their efforts to organizational goals.   7. Combine Recognition with Growth Opportunities ➡Action: Combine recognition with growth opportunities. "Excellent work on X! I'm excited to see how you'll apply these skills to Y."   Appreciation is a key factor in maintaining your team's motivation and engagement.   Reflect on a time when you felt genuinely appreciated at work. What made it meaningful? Share your experience below to inspire others and foster more such moments!

Success without appreciation is a treadmill. Lots of movement, little meaning. 10 ways to build a culture of appreciation: I used to think recognition meant bonuses or titles. But it’s the simple things that matter most. A sincere ‘thank you’ or acknowledging someone's effort can be transformational. When people feel valued, they show up differently. They exceed expectations, go beyond their role, bring the best ideas, and stick around during tough times. But real success isn’t just about reaching milestones. It’s about appreciating the people who make those milestones possible. Here's what you can do today: 1. Customize Appreciation ↳ Know how each person prefers to be recognized. 2. Provide Specific Appreciation ↳ Instead of a great job, tell them the specific impact they made. 3. Handwritten Thank Yous ↳ A personalized handwritten note means a lot. 4. Spotlight Strengths ↳ Highlight unique strengths to make people feel seen. 5. Time and Attention ↳ Listen and learn about the wins on your team. 6. Celebrate Milestones ↳ Recognize personal and professional milestones. 7. Peer-to-Peer Shoutouts ↳ Encourage team members to recognize each other. 8. Share Wins Across Teams ↳ Communicate accomplishments and impact broadly. 9. Rewards and Compensation ↳ Recognize high performance with rewards that count. 10. Small Acts of Kindness: ↳ Surprise someone with a coffee or a text to say, “I appreciate you.” Appreciation isn’t complicated—but it’s often forgotten. Stop running. Start appreciating. What’s one way you’ve made your team feel valued? ♻️ Share if you believe appreciation builds stronger teams.

Your recognition program is hurting your culture. Not helping it. A leader once thought their annual awards ceremony was enough. But their team felt unseen and undervalued. Sound familiar? 87% of recognition programs focus on tenure. Not on behaviors that drive performance. Recognition isn't about: → Annual awards ceremonies → Generic "good job" emails → Quarterly gift cards → Public praise that makes introverts cringe It's about seeing what others miss. The best leaders I know understand: 1. Specificity and Timing Matter → Don't just say "great work"—say what made it exceptional + impact. → Small, immediate recognition beats big, delayed praise. 2. Recognition Preferences Vary → Ask your people how they want to be recognized → Some crave the spotlight, others prefer quiet conversations. 3. System Over Sentiment → Create a recognition rhythm. → Block time each week to notice what's working, not just what's broken. 4. Consistency is Key → Make recognition a regular part of your routine, not an occasional gesture. →Consistent recognition builds trust and reinforces positive behaviors. 5. Empower Peer Recognition → Encourage team members to recognize each other = culture → Peer recognition can be just as powerful as recognition from leadership. Research shows teams increase productivity by 14% with effective recognition Not by working harder But by noticing better. The leaders who build high-performing cultures? They don't have more time than you. They just leverage recognition as a multiplier. How do you recognize your team's efforts? 

In The Doors You Can Open, I describe a practice that was shared with me by an interviewee: Thankful Thursdays. Every Thursday, this leader makes a point to send a personal email to someone she has noticed making a positive impact in her organization. She finds that proactively acknowledging others’ contributions is a wonderful way to create or deepen relationships. It works because very few of us get positive feedback from other people, much less appreciation. Thankful Thursdays is an individual version of organizational peer recognition systems. I have tried to adopt them as well in my own teaching by having students nominate their peers for making positive contributions to their learning. But it’s an open question whether these types of systems change behavior. Does knowing that there is a possibility that one’s contributions could be formally recognized by peers lead to more helping behavior? Or, as in the case of Joseph Burke Ryan Sommerfeldt Laura Wang ‘s research, does knowing that one can acknowledge the contribution of one’s peers make one more likely to ask for help? Using experimental methods, they find that yes, in fact, peer recognition systems do increase help-seeking. Importantly, willingness is also predicated on whether the peer recognition system has been adopted by others in the organization, and more specifically, by other people at the same rank in the organization. That is, knowing that peers were using the peer recognition system increases help-seeking, but seeing that people not at the same rank are using the system can actually decrease help-seeking. Specifically, participants who were assigned to a senior manager position in a scenario were less likely to ask a peer senior manager for help when they believed that the peer recognition system was largely adopted by junior analysts, but not senior managers. The idea here is that seeing people similar to ourselves utilizing these systems signal to us what is normal in the firm. Notably, the researchers also find that peer recognition systems’ adoption patterns matter for help-seeking behavior above and beyond when leaders of the firm state that they want the culture of the firm to be one where help-seeking is normalized. Meaning, leader statements about desired culture do not work as well as implementing systems that make the culture more achievable. In sum, it’s not enough for leaders to say what they want the culture to be; they also need to put in place systems that reward the kind of behavior that they claim to want. Second, for behavior to change, people often need to be convinced that everyone else is doing it first. This is why publicly highlighting desired behavior is so important when it comes to organizational culture; most of us do what we see other people doing. If other people are helping, and other people are similarly recognizing that help, it tells us that helping is a normal and valued part of the job.

Stop waiting for the big moments. Start appreciating the small ones. A better workplace isn’t built on grand gestures. It’s built on everyday gratitude. Here’s how to make appreciation a habit: 1. Acknowledge Effort ↳ "I really appreciate the effort you put into ___." ↳ Recognize hard work, not just results. ↳ Motivation thrives on appreciation. 2. Recognize Support ↳ "Your support on ___ made a huge difference—thank you!" ↳ No one succeeds alone. ↳ Show people their help matters. 3. Highlight Strengths ↳ "I admire how you handled ___, it didn’t go unnoticed." ↳ Celebrate problem-solving and resilience. ↳ People repeat what they feel valued for. 4. Encourage Creativity ↳ "Your creativity/leadership/collaboration on ___ was inspiring!" ↳ Make innovation feel seen. ↳ Creativity flourishes when it's appreciated. 5. Appreciate Positivity ↳ "Thanks for always bringing a positive energy to the team!" ↳ A good attitude is contagious. ↳ Let them know they make a difference. 6. Express Personal Gratitude ↳ "I’m grateful to work with you because ___." ↳ Relationships fuel great teams. ↳ Make appreciation personal. 7. Value Attention to Detail ↳ "Your attention to detail on ___ helped us so much—thank you!" ↳ The little things create excellence. ↳ Show that precision matters. 8. Celebrate Reliability ↳ "I can always count on you for ___, and I appreciate that!" ↳ Trust builds strong teams. ↳ Reinforce dependability with gratitude. 9. Praise Initiative ↳ "The way you stepped up for ___ was amazing—thank you!" ↳ Acknowledge those who go the extra mile. ↳ Encouragement fuels ownership. 10. Gratitude, Just Because ↳ "Just wanted to say I appreciate you and all that you do!" ↳ No reason needed. ↳ Just appreciation, pure and simple. A culture of gratitude isn’t built overnight. It’s built in moments. Start small. Say thank you. Watch how it transforms your workplace. Let’s make mental well-being a priority at work—if your team could use this conversation, let’s connect!

A colleague had been coming to work every day for 7 years. Never missed a deadline or under-delivered. One day… he asked his manager for feedback on his contributions. The manager (minding their own business) said: "Oh, you're doing fine. Just keep doing what you're doing." You know what my colleague did? He quit the next day. Would I have advised him to do that? Probably not. Did he overreact? Absolutely not. You see… He had been receiving the same kind of answer for quite some time. So, even if his manager didn't know, he was already planning his ultimatum. And your team members might be planning theirs as well. Here's a stat that will blow your mind: According to a recent report from Gallup and Workhuman, employees who get meaningful recognition for their work are 45% less likely to leave their jobs. That's right. Proper recognition is the difference between retaining or losing your best talent. Here's what smart leaders understand about recognition at work: ✅ It drives professional development. ✅ It creates community and connection. ✅ It's a powerful antidote to stress and burnout. ✅ Recognition changes how people feel about their work. The data doesn't lie. Based on the same 2-year study, tracking 3,400 workers found something fascinating: → High-quality recognition = 45% higher retention. → Stronger sense of community among team members. → Lower stress levels reported by recognized employees. Here's what you can do today: 1. Create systems for consistent feedback. 2. Make recognition meaningful and specific. 3. Catch good behavior as it happens - don't wait. 4. Recognize people for who they are, not just what they do. Your people aren't just looking for a paycheck. They want to feel seen, valued, and appreciated. — P.S. Unlock 20 years' worth of leadership lessons sent straight to your inbox. Every Wednesday, I share exclusive insights and actionable tips in my newsletter. (Link in my bio to sign up). Remember, leaders succeed together.