Recognition Is Just the Start: 3 Ways To Build a Culture Where People Feel Seen

One of the most important (and low barrier) ways to help employees feel valued at work (and therefore more engaged, motivated, and productive) is to simply recognize their efforts and contributions to the team and toward organizational goals. 

But while verbal and written recognition is crucial to morale and momentum, it’s not enough on its own. This is where managers often express a bit of shock and ask me, “I already gave them positive feedback this month. What else can I do to motivate them?!” 

The truth is, people can still feel invisible and undervalued, even when their work is publicly acknowledged. No manager wants their direct reports to feel unengaged in their work, but it can be hard to identify how to truly support them. 

Feeling seen and appreciated at work goes beyond saying the thank-yous every now and then. People thrive at work when they feel truly known, included as individuals, and valued for their work on a weekly basis. To achieve this, managers must create a culture of belonging. This might sound fluffy, so what does this actually mean? It means that consistent and weekly interactions show people they matter. 

Here are three actionable ways team leaders can build a psychologically safe team where people feel truly valued. 

1. Call out strengths weekly, not just outcomes

There’s a subtle (but discernable!) difference between praising results and recognizing the “how” behind them. In other words, don’t just celebrate good results. Appreciate the efforts. For example, giving positive feedback and saying “great presentation” is fine, but calling out a specific strength or action that made that presentation great — for example, “your ability to simplify that complex product idea into layman’s terms helped that presentation land really well with executive team” — helps people feel seen for their unique strengths and contributions. 

And don’t just do this once in a blue moon. Instead, integrate strengths identification and recognition into regular feedback and communication and notice how your staff begin to follow suit. Studies from Gallup shows that “employees who received meaningful feedback in the past week were fully engaged,” and, “emphasis is on consistent and frequent feedback, not necessarily a strict weekly schedule, with some experts recommending even more frequent praise.”

Utilizing the CliftonStrengths R-I-S-E model offers a clear, practical and energizing way to improve engagement at the team level and nurture a culture of appreciation. When we feel seen as the unique individuals we are, we feel that our voice matters and that our colleagues (and superiors) want to hear what we have to say. Celebrating diverse perspectives contributes to stronger, more resilient teams, and better output over time.

2. Ask and implement for feedback 

One of the best ways to make your team feel valued and motivated is to ask for feedback on a specific project or goal, and then actually implement their input!

A shift in communication from “do this” to “what are your thoughts on our future actions?” can make waves toward helping employees consider their role in the business to be inherently valuable. When you implement even small changes based on their feedback, you increase trust, boost morale, and shape a healthy team culture. 

3. Show that you care beyond the to-do list

Managers may remember to show appreciation during big moments like at the end of large projects or a successful quarter, but leaders understand that people remember how they’re treated in the in-between moments, too. 

Modeling small but consistent behaviours that demonstrate that you’re paying attention — like checking in after a tough meeting, celebrating personal wins, or recognizing a job well done on an ongoing task — can further connect you to your direct reports and nurture a fruitful long term relationship. And fear not, this doesn’t require more time on your part. It just requires more intention. 

Build a culture where people belong

Direct recognition is a starting point, but making sure your teams feel understood and supported is an ongoing practice. 

As you begin to find your leadership style and apply a strengths-based mindset, you’ll help build your team’s resilience, contribute to a healthy workplace culture, and increase employee motivation, and all of this can increase retention and organizational success in the long term.

Are you ready to take the next steps in your leadership development journey? Discover how our Startup Manager Training can help you forge stronger connections with your team.