In today’s hybrid work landscape, recognition isn’t just a “nice-to-have” — it’s a key driver of engagement, retention, and performance. But here’s the catch: not all praise is created equal. What motivates one person might embarrass or alienate another. So how can you make recognition land the way it should?

The secret lies in personalization — specifically, tailoring praise to different personality types.

The Data Behind the Praise

Employee recognition has a strong correlation with job satisfaction and performance. According to Gallup, employees who feel adequately recognized are 63% more likely to stay at their current job for the next year. Meanwhile, a study by O.C. Tanner found that 37% of employees say more personal recognition would encourage them to produce better work more often.

However, a one-size-fits-all approach won’t cut it. When recognition doesn’t align with an individual’s personality, it risks falling flat — or worse, feeling inauthentic. That’s where psychology and communication preferences come into play.

Why Personality-Based Recognition Matters

People process appreciation differently. An extroverted team member may thrive on public praise during meetings or shoutouts in Slack. But the same gesture might make an introverted colleague uncomfortable.

Understanding personality types helps you:

Ultimately, recognition tailored to personality increases its impact — leading to stronger relationships, higher morale, and better business outcomes.

A Quick Dive into Personality Frameworks

There are many ways to categorize personality types, but two widely used models include:

1. The Big Five Personality Traits

This psychological model defines personalities based on five broad dimensions:

2. The Myers-Briggs Type Indicator (MBTI)

This breaks personalities down into 16 types based on preferences in:

Even if you don’t use these systems formally, the principles help frame how employees might prefer to receive praise.

Tailoring Praise to Common Personality Styles

Let’s break it down by communication style and preference to provide actionable ways to customize recognition.


1. The Extrovert

How they operate: Outgoing, enthusiastic, energized by group interaction Recognition style: Public, celebratory, often and loudly

Try this:

🎉 “Thanks to Alex’s energy and drive, we smashed our monthly target. Let’s give them a virtual round of applause!”


2. The Introvert

How they operate: Reflective, independent, prefers 1:1 interaction Recognition style: Private, thoughtful, low-key

Try this:

💌 “Your quiet leadership on the backend upgrade made a big impact. Just wanted you to know I see it and appreciate it.”


3. The Analytical Thinker

How they operate: Data-driven, logical, focused on results Recognition style: Precise, metric-based, outcome-focused

Try this:

📊 “Nina reduced our QA errors by 23% this sprint. Her attention to detail saved us hours downstream.”


4. The Empath

How they operate: Emotionally attuned, caring, team-focused Recognition style: Heartfelt, sincere, community-driven

Try this:

💖 “You always make space for your teammates’ ideas, and that inclusivity shows up in our strong team spirit.”


5. The Visionary

How they operate: Creative, curious, big-picture thinker Recognition style: Future-focused, idea-based, empowering

Try this:

🌟 “That marketing idea was next-level. Let’s explore how we can build on it for our next campaign.”


6. The Organizer

How they operate: Practical, reliable, detail-oriented Recognition style: Structured, specific, grounded in execution

Try this:

📅 “Thanks to your timeline management, the project launched exactly on schedule — couldn’t have done it without your coordination.”


Using Tools Like Karma to Streamline Personalized Praise

Now that you’re tailoring praise to personality, you may be wondering how to scale this thoughtfully across teams. That’s where recognition tools like Karma come in.

With Karma, you can:

Over time, Karma helps you analyze which recognition messages resonate most — and with whom — so you can continuously evolve your approach.

Making Personality-Based Praise a Habit

The key to making this stick is intentionality + frequency. Here’s how to keep personality-centered recognition flowing:

  1. Get to know your team’s preferences. You don’t need to administer a full personality test — just observe how people respond to praise.
  2. Encourage peer-to-peer recognition. Let teammates celebrate one another in ways that feel natural to them.
  3. Create praise moments in daily workflows. Recognition shouldn’t be a quarterly check-box — make it part of your rhythm.

Final Thoughts: It’s About Making People Feel Seen

When you recognize someone in a way that honors who they are, it sends a deeper message: “I see you.” And being seen — truly seen — is one of the most powerful experiences you can offer at work.

So go beyond the generic “great job” and make it personal. Whether your colleague is a quiet thinker or a bold brainstormer, tailor your praise to them — and watch it unlock real connection and performance.