Recognition Matters.

We all know this to be true, but for many leaders, developing and implementing a strong recognition strategy can still feel like unfamiliar territory. And that's okay; their strengths lie elsewhere. While delegation is important, knowing when to outsource is equally crucial.

While we’re busy working toward meeting year-end goals, tracking projections, and thinking about the upcoming budgeting season, we can’t lose sight of what year-end means to the individuals on our teams. Not only is it important to discuss year-end results and future priorities as part of that process, it is important to provide some gesture of gratitude to our team members for their individual contributions. To honor those who have invested another year of their livelihood into executing on your vision and goals. That commitment alone deserves special recognition.

A Strategic Year-End Plan. 

Having a consistent plan that sets you and your team up for success in the new year is an essential leadership skill. If the calendar flips from December to January without a team strategy session, consider how your employees will be showing up in the new year. Will they be armed with the feedback and focus to help them craft a strong fresh start, or will they be left to figure out how best to approach next year on their own?

Which bad habits or misguided priorities might some of them carry into the new year, because their leader(s) did not account for the year-end employee experience? 

Talk to your people. Help them succeed. Actively support their work on your team. Share what you think their priorities should be, as well as learning theirs, since you’re the one being asked to evaluate their performance in the end. How often do we evaluate performance based on our own perception of the role, not what we’ve communicated out loud?  

As a long-time corporate leader with fourteen years supporting franchise business owners, I know firsthand that this is an area of significant opportunity for many companies, but the positive impact of making the employee experience a priority is even more significant.

A well-rounded year-end strategy includes ALL three of the following components:

1. RECOGNITION for each individual’s specific role in furthering company goals and profits;

2. FEEDBACK on their 2025 performance, to help them plan confidently for how they will show up in the new year (we should be requesting their feedback regarding our leadership as well); and

3. CLARITY on what you as their leader have learned from this year, and what success looks like, from your perspective and in detail, leading into next year.

If we expect our teams to show up for the new year ready to make an impact on a new set of goals, how have we first shown up for them? 

• Have we recognized their past efforts with specificity? 

• Have we given them clear and kind feedback on their work, both positive and constructive? 

• Have we clearly and verbally shared our appreciation, feedback and direction for the new year? 

Without these essential ingredients, expecting a truly impactful performance from an ill-prepared team is unrealistic at best. Employees instinctively use the year-end as a time of reflection, optimism and sense of renewal. Feeding that instinct in positive ways rewards us in spades as we enter the near year on a forward-looking mission where we work together to achieve more with fewer resources. 

When your budget isn’t in a celebratory position, it’s time to double down on experience even more.

• Bring your team together for recognition activities and discussions everyone can contribute to. The opportunities are endless, and can be tied directly to your year-end strategy. 

• The more personalized and thoughtful the activity or gift, the less expensive it needs to be. We have some incredibly budget-friendly opportunities, and early planning can only benefit the creative options we have access to. 

Types of Recognition Programs I Can Help With:

The more unique your culture is, the more fun recognition can become. Outside-the-box gifting and experiences help keep recipients engaged and motivated. While this article focuses on employee recognition, the topic isn’t isolated to employees, nor is my approach.

Some additional scenarios where a custom recognition and gifting strategy creates impact for your brand:

• Mission-critical messaging for a new initiative or brand partnership;

• Customized local gifts for stand-out colleagues, clients or customers;

• New homeowner gifts that exude brand loyalty, not brand exhaustion;

• Company awards and incentive trips;

• Executive leadership recognition. Don’t forget your top leaders and their role in your brand story. Executives are especially taxed right now. Show them some targeted appreciation that energizes them and helps express your gratitude for their leadership.

Based on my years of corporate leadership experience in which I developed and implemented these programs and others for high-performing teams, I can help focus on building a culture of gratitude that drives performance and accountability.

The number of good, experienced employees who are choosing to migrate away from stagnant company cultures is increasing steadily. Don’t let inaction lead to irrelevancy. Be the brand with an employee-first strategy that your employees (not you!)  endorse loud and proudly.

Let’s Get Creative!