Meaningful Employee Recognition Starts with Knowing Your People
Recognition at work isn't one-size-fits-all. What makes one person feel proud might make someone else feel awkward. That’s why personalized employee recognition matters, because people feel seen when the praise fits them. Tools like DiSC help leaders figure out what kind of recognition actually works. It’s not about the loudest cheer. It’s about knowing your people well enough to say “I see you,” in a way that feels right.
Imagine giving someone a standing ovation… only to find out they hate public attention. Or gifting a high-performing employee a generic branded mug, when what they truly crave is a quiet, sincere “thank you” tied to their values and effort.
When recognition misses the mark, it doesn’t just fall flat - it can quietly erode trust and motivation.
In many workplaces, recognition is part of a formal program. There are rules, systems, and sometimes even a catalogue of gifts to choose from. But here’s the problem: when recognition becomes too generic, it misses the mark.
As the Reimagining Recognition in Alberta report says, “Recognition that lacks personalization or thoughtful delivery risks being seen as inauthentic, or even impersonal” (p. 15).
If we want people to feel valued, we need to understand how they want to be recognized.
That’s where tools like DiSC come in.
DiSC is a simple framework that helps us get to know people’s work styles. While most of us are a blend of styles, one usually leads the way.
Here’s a quick look at what different styles might prefer:
D (Dominance) types want results. They value direct, to-the-point praise that shows how they made an impact.
I (Influence) types enjoy being noticed. Public recognition, a shout-out at a team meeting, or a fun group celebration goes a long way.
S (Steadiness) types care about people and stability. Quiet, personal thanks—especially one-on-one, means more than a flashy prize.
C (Conscientiousness) types value quality. They appreciate thoughtful, specific praise tied to their effort or attention to detail.
But remember—no one fits neatly in one box.
That’s why good leaders take the time to really know their team. True leaders value the relationship and make efforts to curate an understanding of their people. Not just their roles and tasks, but what makes them feel seen.
When recognition is:
Personal (based on who they are),
Timely (close to the moment it matters), and
Sincere (honest and from the heart),
…it sticks. It builds trust, connection, and a strong team culture.
How do you get started?
Consider what you know about your people. Explore tools like DiSC to enhance that understanding. Show purposeful curiosity by asking simple questions like:
“How do you like to be recognized?”
“What kind of praise means the most to you?”
Then, watch. Notice what lights them up!
Recognition doesn’t need to be big. But it does need to be meaningful.
And that begins with knowing your people.