• Rita James

    Thank you Barbara, for an interesting article. Although this may be addressed to managers, the message can equally be taken on board by support staff who often share in team work. They can also make their manager’s day slightly more pleasant by putting this into practise too.

    • Barbara Milhizer

      Yes, Rita! It’s contagious.

  • Julie Porter

    Right on Barbara! Companies of all sizes need these very important reminders!

  • Sheri Browning

    I love this perspective Barbara – it’s truly such a no-brainer to incorporate recognition into the culture of a company’s day-to-day work. And, I find that one way to call it out more is to incorporate it into the key projects that are being worked, because it’s often the “side job” that doesn’t get recognized or thanked…

  • Patti Johnson

    Great post, Barbara. The simplest, lowest cost and pays the biggest dividends. I led a workshop recently and we asked the group to describe times that were most motivating to them and celebrated their success – almost all remembered the “thank yous” that you mention here. Very underrated. So, thank you for reminding us!

  • Marta Steele

    When you lay it out like this, it’s so obvious. Why the heck not?
    And yes — the distributed network of implementers are the key to success.

  • Heather Ferguson

    Thank you for this article! I’m researching ways to help with morale on a non-existent budget and this article supports my idea that recognition can do wonders for the workforce and that throwing a couple of dollars at an employee isn’t necessarily the answer!

    • Barbara Milhizer

      There is a great deal of evidence on motivational theory that supports your case. Good luck!

  • Philip Uglow

    Thank you for your article Barbara. I agree that recognition is an important part of talent management and I would like to add an additional thought. In our practice we have found that people making progress on their goals boosts their moral and involvement. This requires leaders to set clear goals and expectations, but most importantly provide feedback to employees on how they are doing on their journey towards the goal. So although recognition is not bad, it can be supercharged by providing metrics that show how folks are doing. Thanks again for the article. It got me thinking!

    • Barbara Milhizer


  • Martha Duesterhoft

    This is so true Barbara – thanks for writing about this subject. It’s a no-cost recognition option that has a big pay off!

  • http://www.sweetrush.com/ Catherine Davis

    Thanks for your thoughts, Barbara. I wholeheartedly concur. I’m fortunate enough to hold a management position in a company that supports this vision. Even if this were not the case, as a manager, I have the opportunity to improve morale and work product of the individuals I lead (around 40 or so these days).

    Check out a recent article from our CEO, Andrei Hedstrom, for a better understanding of how this mindset trickles down from the top:

    -Catherine Davis, ID Practice Lead for SweetRush

  • Viki Nelums

    I LOVE this, Barbara! Tried & true!! Thanks!