When we think of employee recognition, our minds often go to the stars — the top salespeople, the high performers, the employees who go above and beyond. And while recognizing these individuals is important, many organizations fall into a trap: focusing only on the top 10%, while leaving the rest of the team feeling overlooked, undervalued, or invisible.
It’s time to rethink recognition. Because if your recognition strategy is only spotlighting the high achievers, you’re missing the bigger picture — and potentially sabotaging your workplace culture, engagement, and productivity.
Let’s explore why recognizing only top performers isn’t enough — and how a balanced approach to recognition can create a more inclusive, motivated, and high-performing workplace for everyone.
The Stats Behind Recognition — and Who’s Missing Out
Recognition is powerful. According to a Gallup and Workhuman study, employees who receive regular recognition are:
- 73% less likely to “always” or “very often” feel burned out
- 56% less likely to be looking for another job
- 5x more likely to feel connected to company culture
But here’s the catch: only 1 in 3 workers say they’ve received recognition in the past week. Even more concerning, those who work behind the scenes — in support roles, admin, or operations — are far less likely to be recognized at all.
The result? A growing sense of disengagement among the “middle majority” of employees — the quiet contributors who make the day-to-day business run but rarely get the spotlight.
The Pitfall of Praise for the Few
Focusing recognition only on top performers can create unintended consequences, such as:
1. Fostering Unhealthy Competition
When praise is reserved for the top tier, employees may feel pressured to outperform each other, sometimes at the expense of collaboration or team morale. In the long run, this can lead to burnout, resentment, or toxic rivalry.
2. Neglecting Consistent Contributors
Not everyone is aiming for the top sales record or biggest project win — and that’s okay. Many employees are quiet workhorses who keep operations running smoothly. When their contributions go unnoticed, motivation plummets.
3. Reinforcing Biases
Managers may unconsciously favor extroverts or those in visible roles, leading to unequal recognition across teams. This not only impacts morale but also exacerbates diversity and inclusion challenges.
4. Stifling Growth for “Average” Performers
Recognition can be a powerful motivator. When employees aren’t recognized, they may stop pushing to improve. In contrast, consistent, well-distributed recognition can help average performers become great.
What a Balanced Recognition Strategy Looks Like
To truly fuel motivation, engagement, and performance across the board, companies must recognize more than just outcomes — they must also recognize effort, growth, and collaboration.
Here’s how to create a more balanced and impactful recognition culture:
1. Recognize All Roles — Not Just Results
Rather than only praising sales wins or major product launches, shine a light on the behind-the-scenes work that makes those wins possible. Recognize the IT team for flawless deployments, the admin for calendar magic, or the HR coordinator who ensured onboarding went smoothly.
Every role adds value. Recognition should reflect that.
2. Celebrate Progress, Not Just Perfection
Not everyone can be a top performer right away. But employees who are learning, improving, and putting in the work to grow deserve encouragement.
Try acknowledging milestones like:
- Learning a new skill
- Successfully completing training
- Leading their first project
- Taking initiative to solve a problem
These moments matter — and they fuel further growth.
3. Make Recognition Peer-to-Peer, Not Just Top-Down
Managers often don’t see everything that’s happening on the ground. That’s why peer-to-peer recognition is so powerful — it allows employees to celebrate each other for daily wins, kind gestures, and collaborative efforts that leadership might miss.
In fact, companies with strong peer recognition programs report:
- 35% higher employee engagement
- 41% lower absenteeism
- Better team relationships and collaboration
Platforms like Karma make it easy to build peer recognition into your everyday workflow, directly in tools like Slack or Teams.
4. Diversify Recognition Styles
Not all employees want a big public shoutout. Some prefer a private message, a handwritten note, or a quiet “thank you.”
Offer a range of recognition styles, such as:
- Public shoutouts in team meetings
- Slack kudos using a bot like Karma
- Handwritten appreciation cards
- Recognition walls or dashboards
- Small spot rewards (gift cards, lunches, extra time off)
Recognition doesn’t have to be expensive — it just needs to be consistent and authentic.
5. Be Timely and Specific
Generic praise like “Great job!” doesn’t stick. Instead, try: “Thank you for staying late yesterday to help the team close out the client files. Your attention to detail and dedication really helped us meet our deadline.”
Specific recognition is more meaningful, and timely praise is more impactful. Try to recognize contributions in real-time or shortly after they happen.
The ROI of Balanced Recognition
What’s the business case for expanding recognition beyond top performers?
Let’s look at some data:
- A SHRM/Globoforce survey found that 90% of organizations with values-based, peer-to-peer recognition programs saw positive impact on engagement.
- Companies that score in the top 20% for recognition have a 31% lower turnover rate than their peers.
- Recognized employees are 4.6x more likely to feel empowered to do their best work.
When people feel seen and appreciated, they’re more likely to go the extra mile — not because they want to win a trophy, but because they feel connected, motivated, and valued.
From Top Performers to Team Performers
Here’s the truth: top performers don’t exist in a vacuum.
They succeed because of the work, support, and infrastructure created by the rest of the team. When recognition flows to every corner of your organization, the rising tide lifts all boats.
A balanced approach to recognition not only ensures fairness and inclusivity, it creates a thriving culture where everyone is inspired to bring their best — not just the few at the top.
Final Thoughts
Recognizing top performers is important — but it’s not enough. If we only celebrate the stars, we ignore the sky full of potential behind them.
A more balanced, inclusive approach to recognition acknowledges the efforts, growth, and collaboration that fuel long-term success. It turns “thank you” into a habit, not just a reward — and it transforms organizations from high-performing silos into high-performing teams.
So ask yourself: who haven’t you recognized lately?
Then, use a tool like Karma to start building a culture where everyone feels appreciated — and everyone has a reason to shine.
Ready to spread recognition across your team? Try Karma for peer-to-peer kudos, team shoutouts, and effortless culture-building, right inside Slack or Microsoft Teams.