The Power of Recognition: Why We All Need to Feel Seen at Work
- sharonne27
- May 5
- 3 min read
Picture this: you're wrapping up yet another week, having juggled priorities, put out fires, and pushed a little harder than you had the energy for. You glance at the team calendar, tick off the final task, and just sit there for a moment, wondering if anyone noticed the extra mile you went this week.
Sound familiar?
Whether you're leading a team or showing up every day as part of one — you're human first. And humans crave something deceptively simple:
To feel seen.
Recognition is not a reward. It’s a relationship.
Too often, we treat recognition like it belongs to a formal system — reserved for annual reviews, “Employee of the Month” shoutouts, or bonus season.
But in reality? Recognition is something far more personal. It’s in the small moments:
When someone says, “That was a tough call — and you handled it brilliantly.”
When a colleague thanks you for your calm presence in a messy meeting.
When a line manager remembers what you're carrying outside of work and checks in.
It costs nothing. But it changes everything.
And the science backs it up:
69% of employees say they’d work harder if they felt their efforts were more appreciated (Workhuman/Gallup Study).
Organisations that prioritise recognition see 31% lower voluntary turnover, and their teams are up to 60% more likely to be high performers (Bersin by Deloitte).
Employees who receive regular, meaningful recognition are 4x more likely to be engaged and show significantly higher trust in leadership (Gallup, 2023).
So if you're wondering whether making the time to say “thank you” really makes a difference — it absolutely does.
Leaders Need Recognition Too
Let’s be honest: if you’re a team leader, you’re often giving out recognition without receiving it. You notice when morale drops. You coach through the rough patches. You carry other people’s pressures alongside your own.
But who’s noticing you?
The truth is, the recognition cycle includes everyone — and when leaders feel invisible, it trickles down.
That’s why the healthiest workplaces build a culture where appreciation flows up, down, and across. It’s not top-down. It’s not transactional. It’s mutual.
Build the Habit, Build the Culture
Here are three simple ways to start:
Catch someone doing something right – Don’t wait for perfection. Recognise effort, care, initiative, and growth.
Say names in rooms they’re not in – Public recognition builds confidence and belonging.
Start team meetings with gratitude – One sentence of thanks from each person creates a ripple of positivity.
And if you're someone who's struggling to feel appreciated at work: know that it’s okay to name that. To ask for feedback. To model the kind of recognition you need.
Because recognition isn’t a luxury — it’s a core part of human connection. And when done right, it builds trust, fuels motivation, and strengthens performance.
Final thoughts
As a HR leader I believe recognition is just one part of a bigger journey — building teams that feel good, function well, and flourish together.
If you're a team leader, manager, or business owner wanting to foster that kind of culture, explore our free resources training here:
And if you want deeper support, join our Manager Membership Club, where you’ll get access to live sessions, toolkits, community support, and exclusive learning to help you grow as a people-first leader. ✨ Join the Membership Club
Because good leadership starts with people — and people thrive when they feel seen.
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