How to Encourage Recognition Without Making It Performative

In today’s workplace, recognition is no longer a “nice to have” — it’s a necessity for motivation, engagement, and retention. Employees who feel appreciated are more likely to stay, more likely to perform better, and more likely to contribute positively to company culture.

But here’s the challenge: not all recognition feels authentic.

In a rush to build cultures of appreciation, some companies unintentionally create environments where recognition starts to feel forced, inauthentic, or performative. It’s the kind of praise that makes people roll their eyes instead of feeling seen.

So how can leaders and organizations encourage more recognition — while making sure it stays genuine and meaningful?

Let’s break it down.

Why Recognition Matters — When It’s Real

The data is crystal clear. Authentic recognition has a major impact on employee well-being and business outcomes.

• A Gallup/Workhuman report found that employees who receive meaningful recognition are 4x more engaged than those who don’t.
• 37% of employees say the most important thing their manager can do to help them succeed is to give recognition.
• Companies with high-recognition cultures have 31% lower turnover rates.
• According to SHRM, 79% of employees leave jobs due to lack of appreciation.

Recognition works — but only when it’s sincere, specific, and aligned with values.

The Rise of Performative Praise

When recognition is encouraged but not supported thoughtfully, it can slip into something that feels more like a performance than a true act of appreciation.

Signs of performative recognition include:

• Overuse of generic praise (“Great job!”) with no context
• Recognition done for public show, not real impact
• Managers checking a box rather than expressing real gratitude
• Peer shoutouts that feel more like networking than honesty
• A focus on quantity (“everyone needs to recognize 3 people per week!”) over quality

The result? Instead of boosting morale, these empty gestures can breed cynicism.

In the worst-case scenario, employees may start to distrust the entire recognition program — assuming all praise is transactional or politically motivated.

1. Set the Right Tone From the Top

Recognition culture doesn’t start with tools or policies. It starts with leaders setting the example.

When executives and managers give thoughtful, well-timed, and sincere recognition, it signals to everyone that appreciation is real — and not just a new HR trend.

What this looks like:

• A manager gives specific praise tied to values, not just deliverables
• A leader thanks someone for invisible work — not just high-profile wins
• A team lead models peer-to-peer recognition during team meetings

Top-down sincerity sets the tone for company-wide authenticity.

2. Recognize the Invisible Work

One reason recognition can feel fake is that it often focuses on the same people doing the same visible work.

To create inclusive and authentic appreciation, highlight the behind-the-scenes contributions:

• Emotional labor
• Mentoring others
• Supporting someone in a tough week
• Cleaning up broken processes
• Running unglamorous but essential admin tasks

This kind of recognition makes people feel seen, not just evaluated.

3. Encourage, Don’t Mandate, Peer Recognition

Peer recognition is powerful — but it can quickly turn performative if it’s mandated or overly gamified.

Instead of requiring people to give a certain number of shoutouts, focus on creating the environment where recognition flows naturally:

• Make it easy and fast to give praise (Karma bot helps!)
• Highlight great recognition moments as examples
• Emphasize quality over quantity
• Remind teams that silent appreciation helps no one

The goal is to normalize appreciation — not enforce it.

4. Tie Recognition to Values, Not Just Output

Praise is most powerful when it reinforces what your company stands for.

Instead of saying, “Thanks for getting that report in,” try:

“You showed real ownership by taking initiative on that report — that kind of leadership inspires the rest of the team.”

This kind of values-based recognition makes it personal, meaningful, and consistent with your culture.

Pro tip: Use a recognition framework where shoutouts are tied to core values. Karma can help automate and track this.

5. Give People Choice in How They’re Recognized

Not everyone likes a public shoutout in front of the whole company. For some, that’s the opposite of meaningful.

When it comes to authentic appreciation, one size doesn’t fit all. Some people prefer:

• A quiet 1:1 thank you
• A note on Slack
• A public team meeting shoutout
• A thank-you card or small gift

The easiest way to avoid performative praise? Ask employees how they want to be recognized.

6. Normalize Appreciation in Micro-Moments

You don’t need to wait for big milestones to show recognition. The most powerful appreciation often happens in the small, everyday moments:

• “Thanks for catching that typo — it saved me a ton of time.”
• “You asked a great question in the meeting — helped us all think deeper.”
• “I appreciate how you stayed calm during that client call.”

These micro-recognitions are authentic, immediate, and relationship-building. And they can’t be faked.

7. Track Recognition Patterns (But Don’t Over-Quantify It)

It’s good to track recognition — but not to turn it into a leaderboard.

Use analytics to identify gaps, not to measure who’s “winning” at appreciation.

Ask:

• Are some departments or teams less recognized?
• Is recognition happening up and down the org chart?
• Are certain identities or roles being overlooked?

Data can help equity — but recognition should never feel like a competition.

8. Train Managers on Recognition That Feels Real

Managers are often expected to lead recognition efforts — but few are trained on how to do it well.

Invest in manager training that covers:

• How to spot what deserves recognition
• How to make praise specific and personalized
• When to give public vs. private appreciation
• How to avoid unconscious bias in who gets recognized

Better trained managers = more meaningful recognition across the board.

Wrapping Up: Keep It Real

Recognition is a powerful force — when it’s done with genuine intent and care.

If your goal is to build a recognition-rich culture, avoid the temptation to over-engineer it. Instead, focus on:

• Sincerity over scale
• Specificity over slogans
• Encouragement over enforcement

When people feel truly seen — for who they are, not just what they do — they thrive. And when your culture reflects that kind of real appreciation, your entire business benefits.

The Karma bot was built with that mission in mind: to make recognition easy, authentic, and impactful — not performative. With the right tools, tone, and team habits, you can create a culture where praise actually means something.