New research shows that being an exceptional manager boils down to one simple-but-powerful habit: regular, meaningful recognition.
According to the 2025 State of Recognition report from Achievers Workforce Institute (AWI), only 15% of employees feel their manager recognizes them regularly. That’s a seismic opportunity for leaders willing to lean into gratitude.
But here’s where it gets exciting. Employees who receive weekly, meaningful recognition are:
- 9 times more likely to feel a strong sense of belonging,
- 6 times more likely to envision a long-term career,
- 2.6 times more likely to be at peak productivity.
Even monthly recognition, as long as it’s personal, specific, and tied to real impact, boosts engagement and trust. It’s not fluff—it’s fuel for performance.
Why recognition matters so much
Recognition is often dismissed as a feel-good soft skill. That’s a mistake. AWI calls it a leadership superpower, and it counters disengagement, a drain that costs the U.S. economy $438 billion in lost productivity, according to Gallup.
Just one-third of employees would recommend their manager, but that jumps tenfold when employees feel regularly recognized. That’s what loyalty looks like. That’s what trust looks like. That’s team cohesion.
David Bator, AWI’s Managing Director, sums it up: “Grading managers on how often they give recognition isn’t just about maximizing morale; it has a direct correlation to critical employee outcomes.” In fact:
- 67% of employees say they would put in 20–50% more effort if recognized consistently.
- Regular recognition makes employees 3.2 times more likely to be more productive.
- It also makes them 2.3 times more likely to collaborate and problem-solve with others.
These numbers aren’t fluff. They’re proof.
The Game-Changer in Leadership
Recognition doesn’t need to be complicated. If you’re going to give employee gifts or other forms of recognition, then it needs to be frequent, authentic, and impact-driven.
Make it personal. Skip the generic praise. Highlight specific actions and outcomes. Tie your thank-you to results.
Make it measurable. Track how often recognition happens. Then use that data to guide manager performance reviews and goal-setting.
Make it non-negotiable. Employee recognition should be as standard as feedback sessions, one-on-ones, or career-development conversations.
Recognition isn’t the extra. It’s the engine.
Quick Steps to Start Now
- Log Recognition Frequency
Track how often you acknowledge your team. Weekly? Monthly? Let the data guide you. - Go Specific
“Great job” doesn’t cut it. Instead, say: “Your presentation set the tone. The client’s immediate buy-in showed its impact. That’s leadership.” - Tie Recognition to Impact
Frame it around results. Show how a person’s actions drove performance, morale, or innovation. - Make It Routine
Build recognition into your calendar. Block time weekly. Let it become a habit.
Final Word
If you want to move from good to exceptional, gratitude isn’t optional, it’s essential.
Recognition is the fuel that drives belonging, productivity, and long-term investment from your people. It’s measurable. It’s impactful. And it works.
Make recognition a habit. Your team will feel seen. And your business will thrive.