Recognition vs. Appreciation – Why Your Team Needs Both

We often use the words “recognition” and “appreciation” interchangeably, but there’s a big difference between them.

Most of the time, when we talk about recognizing someone, we’re really talking about results:

• Hitting a target

• Finishing a big project

• Landing a new client

• Getting through year-end without any fires to put out

That’s recognition — giving positive feedback based on performance or outcomes.

Appreciation, on the other hand, is different.

Appreciation is about acknowledging a person’s inherent value, not just what they produce. It’s about who they are, not only what they do.

This distinction matters, especially in small businesses and professional services firms where the work never really “ends” and the wins aren’t always flashy or immediate.

Why Recognition Alone Isn’t Enough

Even when people succeed, there will always be:

• Setbacks

• Delays

• Failed experiments

• Projects that stall or get cancelled

And depending on the work, there may not even be tangible results to point to — at least not right away.

If you focus only on praising positive outcomes, you miss out on countless opportunities to connect with and support your team members.

For example:

• The bookkeeper who quietly cleans up a messy file so the rest of the team can move faster later.

• The admin who notices a potential issue with a client and flags it early.

• The team member who always brings calm energy to stressful deadlines.

• 
  

None of those things may show up on a KPI dashboard, but they absolutely impact the health of your business.

Recognition says: “You did a great job on that project.”

Appreciation says: “I’m really grateful for the way you think ahead and protect the team from surprises. That’s part of what makes you so valuable here.”

Your people need both.

What Leaders Need to Pay Attention To

If you’re in any kind of leadership role — whether you have a team of two or twenty — it’s worth asking yourself:

• Do I only speak up when there’s a big win?

• Do I wait for perfect results before I say anything positive?

• Do my team members know that I value them, not just their output?

Because here’s the thing: Recognition is conditional. Appreciation is not.

Recognition is earned through performance.

Appreciation is given because someone shows up, contributes, learns, and is part of the team — even when the outcome isn’t what you hoped for.

When people feel both recognized and appreciated, they’re far more likely to:

• Stay loyal

• Bring you problems early instead of hiding them

• Take ownership instead of waiting to be told what to do

• Go the extra mile when it really matters

When they feel like they’re only as good as their last result? That’s when burnout, disengagement, and quiet quitting start to creep in.

Practical Ways to Do Both

Here are a few simple ways to build both recognition and appreciation into your daily leadership habits:

Name the win, then name the person.

Instead of just saying, “Great job getting that file caught up,” add, “I really appreciate how thorough you are. It gives me so much confidence in our work.”

Appreciate effort, not just outcomes.

When something doesn’t go as planned, recognize the learning, resilience, or teamwork involved. “We didn’t get the result we wanted, but I saw how you stayed with it and supported the client. That matters.”

Be specific.

Vague praise doesn’t land. Tell them exactly what you noticed and why it’s valuable.

Make it part of your routine.

Add a weekly reminder to send a quick note or mention something in a team meeting. Consistency builds culture.

Don’t wait for big milestones.

Some of the most meaningful appreciation comes on ordinary days, after ordinary tasks, when someone simply feels seen.

The Culture You’re Really Building

For leaders who want their teams to thrive — and for organizations that want to create cultures of engagement, loyalty, and high performance — understanding this distinction isn’t just “nice to have.” It’s foundational.

Recognition keeps people aligned with goals.

Appreciation reminds them they matter beyond those goals.

When you put the two together, you build a place where people don’t just work for a paycheque or a pat on the back — they stay because they feel valued as human beings.

So this week, try this simple check-in with yourself:

• Who can I recognize for a clear result? 

• Who can I appreciate simply for who they are and how they show up?

And then tell them.

Until Next Time,