Can you share an example of how your company uses recognition or rewards to reinforce desired behaviors and values? We asked 11 business leaders, and their responses reveal powerful strategies that drive engagement and align teams with company values.
- Embed Recognition and Rewards in Culture
- Use Innovation Spotlight Award
- Implement Peer Recognition System
- Reinforce Sustainability Practices
- Tie Recognition to Specific Actions
- Nominate Peers for Customer First Award
- Recognize Team Members’ Interests
- Give Performance-Based Bonuses
- Award Visionary or Creativity Monthly
- Track and Reward Extra Effort
- Incorporate Psychological Safety in Team Building
How Companies Use Recognition and Rewards
Embed Recognition and Rewards in Culture
We strongly embed recognition and rewards into the culture to reinforce values that ensure personal and business growth. For example, we have an initiative called “Excellence in Action,” whereby people are acknowledged for living our core values: honesty, positivity, and commitment to quality. These values—when brought to life by employees through amazing customer service, creative problem-solving, or mentorship of new colleagues—are celebrated during our monthly all-hands meetings and featured in our internal newsletter. We add a touch of personal flair to this recognition in the form of an acknowledgement that details exactly how their impact helped the team and our customers by clearly articulating why this is important.
We have also found that impromptu, timely rewards work much better. We allow managers to give on-the-spot rewards for observed behaviors—such as a bonus or additional time off—that benefit the company or reflect our mission. Immediacy reinforces what is important in these actions, encouraging others to emulate core values. We also make it a point to celebrate larger achievements publicly with quarterly performance awards, coming with opportunities for personal and professional development, such as funded workshops or courses. This multi-layered approach has thus proved so effective, since both the everyday effort and the big achievements are recognized; such an environment cultivates continuous improvement and strong alignment with our mission.
Shu Saito
CEO and Founder, All Filters
Use Innovation Spotlight Award
At DIGITECH, we’ve found that a strong recognition program goes a long way in reinforcing the values and behaviors that drive our success. One approach we use is our “Innovation Spotlight” award, where team members are recognized for creative solutions or contributions that go beyond the expected. Each month, we celebrate these individuals at our team meetings, sharing their work and the impact it’s had on our projects and clients. This approach works because it not only acknowledges exceptional work but also highlights the importance of thinking creatively and solving problems, a core value at DIGITECH.
By publicly celebrating these efforts, we encourage others to adopt the same innovative mindset and continually look for ways to improve. The award isn’t just about recognition, it’s about inspiring a culture where team members feel empowered to bring bold ideas forward. It’s effective because when people see that their contributions are valued and can set an example for the team, they’re more likely to engage deeply and strive for excellence.
Darryl Stevens
CEO, Digitech Web Design
Implement Peer Recognition System
Instrumentl has found unique success using a peer recognition system to reinforce desired behaviors and values. Employees nominate colleagues who embody our core values, such as innovation or collaboration. This approach not only boosts morale but also aligns daily actions with the company’s mission. What’s particularly effective about this system is that it puts the power in the hands of the team, fostering a culture of mutual respect and appreciation. This encourages employees to demonstrate behaviors their peers will value, creating a self-sustaining cycle of positive actions.
A beneficial technique involves integrating recognition into regular team meetings. This builds a platform where team members can highlight others’ accomplishments publicly. Such peer acknowledgment serves as both recognition and motivation. Consistency is key—keeping this as a regular part of meetings maintains momentum. Celebrating even small wins in this format helps sustain enthusiasm and connection among remote team members, crucial for productivity and satisfaction. This method isn’t just a reward system; it becomes a part of the organizational fabric, cultivating growth and aligning everyone toward common goals.
Will Yang
Head of Growth & Marketing, Instrumentl
Reinforce Sustainability Practices
We utilize a unique reward system to reinforce sustainability practices among our employees. Each month, we recognize individuals or teams who have made significant contributions to reducing waste, conserving energy, or advancing eco-friendly initiatives. The reward is not just financial; it includes opportunities to lead projects, gain exposure at industry events, or attend sustainability-focused conferences. This approach creates a sense of ownership and purpose among employees, aligning personal growth with the company’s values.
One of our most successful initiatives was the “Green Innovation Challenge,” where teams competed to develop the most impactful sustainability solution for our operations. The winning team’s project was implemented company-wide, significantly reducing our carbon footprint. This system not only drives innovation but also encourages employees to actively engage with our core mission. Our internal surveys show a 41% increase in sustainability-related suggestions and a noticeable improvement in employee morale and retention since the program’s launch.
Chaitsi Ahuja
Founder & CEO, Brown Living
Tie Recognition to Specific Actions
Recognition works best when it’s tied to specific actions that reflect our company values. We celebrate team members who go beyond their roles to support our teams, even though we all work remotely.
During our monthly virtual meetings, we use what we call an “honor chair” segment where we spotlight outstanding team members. Recently, one of our designers spent extra time helping our content team understand complex design requirements, improving our remote workflow. After sharing their story in the meeting, we post it on our company ethernet where team members can add their own experiences working with that person. This creates a ripple effect of appreciation, with colleagues sharing similar stories we might have otherwise missed.
We keep recognition simple and personal—no complicated systems or forced celebrations. Seeing team members comment and share their own positive experiences builds real connections across our remote workforce and makes our company values come alive through everyday actions.
Aaron Whittaker
VP of Demand Generation & Marketing, Thrive Digital Marketing Agency
Nominate Peers for Customer First Award
Garage Door Experts Co. has a “Customer First” award to recognize team members who deliver excellent service. Employees can nominate their peers each month, sharing stories of how someone went the extra mile for a customer—whether staying late to finish a demanding job or solving an issue causing customer stress. The winner gets a bonus and a shout-out on our social channels, which everyone appreciates.
This strategy works well because it’s peer-driven, feels genuine, and reinforces the behavior we value most: putting the customer first. It also creates a positive ripple effect, where employees feel valued and are motivated to look out for each other and our customers. Celebrating these actions publicly keeps our team inspired and aligned with our values, strengthening our culture and customer relationships.
Kenny Dave
CEO, Garage Door Experts
Recognize Team Members’ Interests
I focus on recognizing team members in ways tied to their interests. We give people the space to explore ideas they’re passionate about, whether that’s testing out new brewing methods or creating tutorials on equipment. The reward isn’t just in the recognition but in the freedom to take ownership of a project. When they get to share their work with the community, seeing how the audience responds is a real win.
This method works because it’s not about handing out generic rewards. It’s about offering an opportunity for people to contribute in ways that align with their skills and passions. The real value is in the autonomy and the ability to showcase their efforts in a meaningful way, which keeps everyone motivated and engaged.
Wes Wakefield
Founder, Pro Coffee Gear
Give Performance-Based Bonuses
We believe performance-based bonuses are one of the best ways to show appreciation for our team’s hard work. I’ve always found that when employees are rewarded for exceeding their targets, it makes them feel truly valued. For example, our sales team is given a bonus for hitting monthly goals, and our customer service team earns one for exceptional customer satisfaction ratings. Seeing them get recognized for their efforts has created a stronger sense of accountability and drive. It’s not just about the money—it’s about feeling seen and knowing that their contributions directly affect the company’s growth. Personally, I’ve witnessed how this boosts morale and encourages everyone to push themselves further.
The peer-to-peer recognition system is one aspect of Groomsday that I’ve grown to truly value. Employees nominating one another for excellent teamwork or going above and beyond is incredibly meaningful. I recall seeing how thrilled our team member was to receive recognition after they were nominated for handling a particularly challenging customer issue. Giving staff members the opportunity to acknowledge one another has improved the workplace culture and made everyone feel important. People start helping one another more, which not only makes work more fun but also improves our corporate culture as a whole. I’ve seen how this has a cascading effect.
Chris Bajda
E-Commerce Entrepreneur & Managing Partner, GroomsDay
Award Visionary or Creativity Monthly
We do a monthly Visionary or Creativity Award. We value creativity, problem-solving, and taking initiative. To encourage those values in our employees and show recognition, we like to point out exceptional examples in the team.
Each month, the team picks someone who has brought a fresh solution to a project or introduced a new approach that really adds value to our work.
What’s cool about this is that it creates a culture of respect and appreciation. The winner of the Award gets more than just a pat on the back. The exact gift differs from month to month, but we always have a personalized gift on hand. We finish off with a shoutout in our company newsletter.
It’s small, but we’re all human. Recognition is so necessary. Giving it is the best encouragement.
Lukas Berezowiec
CEO & Founder, No Triangle Studio
Track and Reward Extra Effort
At Noiz, we don’t let effort go unnoticed. We keep track of our employees’ performance and reward those who go the extra mile. Let’s say your work improved our metrics, or you regularly contribute great ideas during our brainstorming sessions. Or maybe you have improved your skills, or even acquired new ones. This is something that I always highlight during weekly review meetings. Ultimately, this also leads to bonuses and promotions, or just allocating more decision-making authority to certain employees, giving them more freedom in their work.
This is effective not only because it motivates others to be better and reach new heights, but it also shapes the culture of appreciation at our company. This, in turn, improves the working environment and makes it more comfortable for our team, which increases employee satisfaction. And employee satisfaction is key for productivity since happy employees are usually more motivated and determined to succeed. It’s all a chain reaction.
Dmytro Tymoshenko
CEO of Noiz, Noiz
Incorporate Psychological Safety in Team Building
It is important that you and your company understand the value of psychological safety and this is one of the things that I like to incorporate in team building events that we host. Creating an environment where all employees feel safe to take risks, allow and learn from mistakes, and share their ideas, opinions, and experiences is key to a strong and collective culture.
Alongside the sales and statistics that we’re trying to earn, we’re also looking to earn trust and confidence for employees to feel motivated and safe while working with the company. It’s subtle but crucial—there will be instances where plans and expectations won’t go as planned, and as the head, I have to make sure that my mentorship is partnered with respect. The same thing is expected from employees—respect is one of the most valuable things we can earn from our jobs, next to experience.
In this timeline with Gen Z and Millennials in the beauty industry, where everything is almost commended for visual representations, I like to reward my team with pampering treatments or rewards for their hard work. I like to incorporate the idea that not everything should be incentivized with cash or certificates. Feeling good on the outside can also influence how you feel on the inside. As the head of a beauty clinic, I want these rewards to be a representation of my respect towards my team members, and I want them to know that I value not only their hard work but their well-being as well.
It is simple, but effective because at the end of a long working day, everyone wants to feel good inside and out—that they feel respected, well-taken care of, and valued for all their hard work.
Stacey Tapping
Founder, The Beauty Sculpting Room
