Recognizing Achievements

In corporate life, especially where appraisal or performance review sessions are part of the system, it is extremely important to keep an achievement record. This simply means writing down, on a daily basis, what you worked on, what you completed, and the value you added as you went along. Waiting until the end of the year—or until appraisal season is just a few days away to remember everything is risky. Our minds are not designed to accurately store months of detailed work. Over time, major efforts fade, and small but important wins disappear completely. A good habit is to document your work daily or weekly, even when it feels unnecessary. Keep a physical notebook or a digital notepad where you briefly note tasks completed, problems solved, targets met, feedback received, or improvements made. Where possible, save proof such as emails, reports, numbers, screenshots, or messages of appreciation. This is because in professional environments, data always speaks louder than memory or good intentions. At some point during an appraisal or review conversation, you may be asked a simple but critical question: “What did you do this year?” If you cannot clearly answer that question with specific examples, you unintentionally place your growth in someone else’s hands. Managers, and team members are human too. They forget, they are busy, and they often remember only what happened recently or what affected them directly. This is why tracking your achievements matters in every industry and every organization. If you do not clearly document your value, no one else will do it for you. Career growth should never depend solely on a someone else’s memory, mood, or compassion. The mind is fickle, but written records are not. When you document your wins, you protect your efforts, your progress, and your future opportunities.

“Many feel it is the manager's responsibility to be aware of our efforts, as it can feel awkward self-promoting. Having to ask for recognition, promotions, and rewards is not easy. Is there a best way to do this?” Barbara Campbell and I are hosting a Customer Success Career Development Learning Series at Salesforce this summer and this was one of the questions we received during one of the sessions.   This is a common thought and expectation employees have of their managers. Many assume it is the manager's responsibility to be their biggest sponsor. The reality is that managers in today's workplace have a lot on their plates. They are expected to not only manage their people but also support leadership's goals, navigate organizational and team changes, and may even carry a book of business of their own. Which means, they may be stretched too thin to be always aware of your accomplishments and go to bat for you.   This is why we have to promote our work ourselves and make our impact known. How do you do this in a way that feels authentic, strategic, and not awkward? ✔ 𝐃𝐨𝐜𝐮𝐦𝐞𝐧𝐭 𝐲𝐨𝐮𝐫 𝐰𝐢𝐧𝐬 𝐚𝐧𝐝 𝐭𝐢𝐞 𝐭𝐡𝐞𝐦 𝐭𝐨 𝐛𝐮𝐬𝐢𝐧𝐞𝐬𝐬 𝐨𝐮𝐭𝐜𝐨𝐦𝐞𝐬. Shift from “Here's what I did” to “Here's the measurable impact I made." ✔ 𝐒𝐡𝐚𝐫𝐞 𝐩𝐫𝐨𝐠𝐫𝐞𝐬𝐬 𝐫𝐞𝐠𝐮𝐥𝐚𝐫𝐥𝐲. Use 1:1s to share highlights of your work and connect to broader company priorities. ✔ 𝐀𝐫𝐦 𝐨𝐭𝐡𝐞𝐫𝐬 𝐭𝐨 𝐚𝐝𝐯𝐨𝐜𝐚𝐭𝐞 𝐟𝐨𝐫 𝐲𝐨𝐮. When a colleague, client, or leader praises your work, thank them and then give them language they can use when talking about you. By connecting your work to tangible outcomes, you make it easy for others to share your value in a way that will resonate with key decision-makers. ✔ 𝐓𝐮𝐫𝐧 𝐩𝐫𝐢𝐯𝐚𝐭𝐞 𝐩𝐫𝐚𝐢𝐬𝐞 𝐢𝐧𝐭𝐨 𝐩𝐮𝐛𝐥𝐢𝐜 𝐫𝐞𝐜𝐨𝐠𝐧𝐢𝐭𝐢𝐨𝐧. If someone offers you kind words in a 1:1 chat or private message, ask them to share it in a broader way/channel. Most people are more than happy to do it; they just don't think of it on their own. ✔ 𝐁𝐮𝐢𝐥𝐝 𝐚 𝐧𝐞𝐭𝐰𝐨𝐫𝐤 𝐨𝐟 𝐢𝐧𝐭𝐞𝐫𝐧𝐚𝐥 𝐜𝐡𝐚𝐦𝐩𝐢𝐨𝐧𝐬. Get to know peers and leaders outside your direct team. Look for ways to collaborate and share your expertise. Multiply the number of voices advocating for you in rooms you aren't in. ✔ 𝐁𝐞 𝐜𝐥𝐞𝐚𝐫 𝐚𝐛𝐨𝐮𝐭 𝐲𝐨𝐮𝐫 𝐠𝐨𝐚𝐥𝐬. People can't support what they don't know. Making your aspirations visible ensures your work and progress get noticed in the right context. The employee who asked the question later shared at the end of the session: “What I learned: My question WAS from a passive and weak point of view!”   That's the shift Barb and I want - moving from hoping someone else will champion your work to confidently, proactively doing it yourself. This work is not self-centered - it's a smart career strategy. When you take ownership of your career story, you stop waiting for opportunities to find you and start creating them yourself.

I used to get jealous when I saw people brag about their accomplishments on LinkedIn. I understand why they do it, they're just going about it the wrong way. Highlighting your credibility helps build your personal brand which can build your bank account. But what if there was a way to show what you've achieved, while also displaying authenticity and empathy at the same time? There is, and I inadvertently created a three-step process for it. Whenever I share one my wins, I include the following: ‣ The thing I accomplished ‣ Something that occurred behind the scenes ‣ What can you learn from this experience that will help you For example: ‣ I was recently cast in a reality TV show ‣ I was told to dress a certain way for the premiere, I declined ‣ Rather than conforming to a culture, you can choose to contribute instead. ‣ I spoke at the Speak Your Way to cash event in Atlanta ‣ I forgot my belt so I had to make one out of two lanyards ‣ Being prepared is great, but sometimes you gotta improvise ‣ I interviewed Gary Vaynerchuk for Fiverr's series The Signal ‣ I was traveling at the time and had to ask ConvertKit to borrow their studio ‣ You’ll be amazed at who’s willing to help you, especially if you’ve nurtured the relationship These are all legit accomplishments. However, if I just focus on what I’ve done it doesn't help anyone but me. So try this out next time you have a big win (or even a small one) You’ll still get the acknowledgement. But if you help others along the way, you’ll gain fans and friends instead of followers and fakes. Plus, who’s going to share a post where someone else just brags about how great they are? ______ ♻️ If this post was helpful or inspiring, please share it and follow Terry Rice for more.

Picture walking into your favorite coffee shop, a new boutique, or a busy hotel lobby. Who welcomes you? Who keeps things running smoothly & ensures you receive excellent service? 𝗙𝗿𝗼𝗻𝘁𝗹𝗶𝗻𝗲 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲𝘀 𝗮𝗿𝗲 𝘁𝗵𝗲 𝗵𝗲𝗮𝗿𝘁𝗯𝗲𝗮𝘁 𝗼𝗳 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀𝗲𝘀, 𝘆𝗲𝘁 𝘁𝗵𝗲𝗶𝗿 𝗵𝗮𝗿𝗱 𝘄𝗼𝗿𝗸 𝗼𝗳𝘁𝗲𝗻 𝗴𝗼𝗲𝘀 𝘂𝗻𝗻𝗼𝘁𝗶𝗰𝗲𝗱. 𝗕𝘂𝘁 𝗿𝗲𝗰𝗼𝗴𝗻𝗶𝘇𝗲𝗱 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲𝘀 𝗮𝗿𝗲 𝗺𝗼𝗿𝗲 𝗲𝗻𝗴𝗮𝗴𝗲𝗱 & 𝗽𝗿𝗼𝗱𝘂𝗰𝘁𝗶𝘃𝗲. 𝗙𝘂𝗹𝗹 𝘀𝘁𝗼𝗽. The connection is undeniable. Gallup polling shows that 73% of workers are less likely to feel burned out when their employers recognize & care about them. And 26% of frontline workers say a lack of recognition negatively impacts their productivity. For businesses that depend on frontline workers, recognition isn’t just a nice-to-have - it’s a performance driver. ❌ Unfortunately, frontline workers often don’t receive the same recognition as office-based employees. ❌ With limited face-to-face time with managers & HR, their contributions can be overlooked in traditional recognition programs. ✅ Working in fast-paced, high-pressure environments, they need a recognition approach that’s immediate, relevant & impactful. Anyway, let’s get to the point. 𝟰 𝘄𝗮𝘆𝘀 𝘁𝗼 𝗺𝗮𝗸𝗲 𝗙𝗿𝗼𝗻𝘁𝗹𝗶𝗻𝗲 𝗥𝗲𝗰𝗼𝗴𝗻𝗶𝘁𝗶𝗼𝗻 𝗺𝗼𝗿𝗲 𝗺𝗲𝗮𝗻𝗶𝗻𝗴𝗳𝘂𝗹: 1️⃣ Celebrate achievements in real time  Recognition should be immediate & visible. Call it out as it happens. Practical Tip: Equip managers with a tool like Beekeeper that makes it easy to spotlight accomplishments in team chats, newsletters & company-wide announcements - all from a single mobile app embedded in the frontline worker’s flow of work. 2️⃣ Encourage peer-to-peer recognition  Create a peer recognition program where employees can nominate colleagues for going above & beyond with instant recognition posts on your Employee App. 3️⃣ Tailor rewards to individual preferences  Not all employees want the same type of recognition. While some value financial incentives, others prefer additional time off or career development opportunities. Practical Tip: Integrating Beekeeper with a rewards platform like Snappy or Bucketlist Rewards, managers can instantly deliver personalized rewards to employees, all with just a few clicks. 4️⃣ Make recognition part of everyday conversations Practical Tip: Implement monthly or quarterly recognition initiatives, such as “Frontline MVP” awards or milestone celebrations. Small, frequent acts of appreciation have even greater influence than one-time ceremonies that could feel scripted or lack authenticity. Recognition isn’t just a feel-good gesture - it’s the key to higher engagement, stronger retention, & better performance of your frontline sheroes & heroes. A culture of recognition starts today. ➡️ 𝙒𝙝𝙤 𝙖𝙧𝙚 𝙮𝙤𝙪 𝙜𝙤𝙞𝙣𝙜 𝙩𝙤 𝙧𝙚𝙘𝙤𝙜𝙣𝙞𝙯𝙚 𝙩𝙤𝙙𝙖𝙮? 🍯

If you want stronger fundraising results this year, start with how you recognize your team. Research shows when employees feel valued, it leads to increased motivation, performance, and retention. In one of my favorite studies, fundraisers who received personal thanks from their manager increased their outreach by 50%. In advancement, recognition leads directly to increased fundraising outcomes. The good news: Recognizing your team doesn’t require extraordinary expense or effort—but it does require intentionality. Here are 15 ways you can put this into practice with your team: 1. Send a handwritten thank you note to your team member. 2. Acknowledge your team member’s accomplishments at an all-staff meeting. 3. Don’t miss the moment, such as after a meeting or presentation, to recognize what a team member did well and how it helps the organization. 4. Ask a senior academic leader (President, Dean, Provost, etc.) or advancement VP to personally thank a team member. 5. Start a team meeting by asking team members to acknowledge someone else on the team who helped them recently. 6. Extend access by inviting a team member to attend a strategy meeting or board meeting—a seat at the table they might not otherwise have access to. 7. Nominate your team member to lead or participate in a cross-functional committee that advances an important initiative for the organization. 8. Make a meaningful introduction to a trusted mentor in your network. 9. Create clarity on growth within your organization through a career pathways document. 10. Include learning and development goals as part of the performance evaluation process, not just fundraising metrics. 11. Acknowledge work anniversaries with university swag or a balloon at their desk. 12. Build a ritual to celebrate as a team when fundraisers close an aspirational gift. 13. Surprise a team member by sending a $5 Venmo for coffee to cheer them on when they’re en route to an early morning donor meeting or speaking at a conference. 14. Set up a thread (text/email/Slack) to celebrate your team’s Win of the Day (WOTD) where they can chime in with their progress and work wins. 15. Before you move on to the new fiscal year where the efforts start all over again, celebrate your team’s progress and accomplishments for the year. One of my favorite work memories was dreaming up and implementing a New Year’s Eve party (with party hats and confetti) in June to honor all of the work that went into a successful fundraising year. You don’t need to do all 15 at once. Start somewhere. Recognition builds connection, community, and culture in your advancement organization. What’s one of your favorite ways to recognize your team members?

How to Make Your Team Feel Truly Valued and Appreciated In today’s fast-paced world, recognizing your team’s efforts is no longer optional—it’s essential. When people feel valued, they’re more engaged, motivated, and productive, fueling a workplace culture where everyone thrives Recognition works best when it’s specific. A vague “Good job” might feel empty, but something like, “Your detailed planning ensured the Smith project exceeded expectations,” connects their effort to real outcomes, showing them their work matters. Tie praise to results, whether it’s improved customer satisfaction, cost savings, or innovative problem-solving. Not everyone enjoys the same type of recognition. While some appreciate public shoutouts in meetings, others prefer private words of gratitude or a thoughtful note. Knowing how each team member prefers to be acknowledged ensures your appreciation feels personal and meaningful. Recognition isn’t just for leaders—encourage peers to celebrate each other, creating an environment where appreciation is a shared responsibility. Small moments of acknowledgment between team members foster camaraderie and make the workplace more inclusive. As a leader, you can set the tone by celebrating wins, big or small, and making recognition part of the daily rhythm. Timeliness and authenticity are key. Acknowledging efforts soon after they happen makes your appreciation feel genuine, and consistency builds trust over time. Even with constraints like tight budgets, small yet sincere gestures—like a team-wide email or a simple “thank you” in the moment—can have a lasting impact. Finally, keep evolving. Ask your team how they want to be recognized and adapt your approach based on their feedback. A willingness to listen and improve shows that you value not just their work, but their experiences too. When recognition is intentional and authentic, it boosts morale, builds trust, and fosters a workplace where people feel motivated and valued—a small effort with big rewards. #nyraleadershipconsulting

Recognition of others' work and worth empowers people; in many toxic organizations, leaders choose not to foster a culture of recognition to consolidate their power and control. We don't need the hundreds of studies on recognition in the workplace to know that it is essential to employee well-being, engagement, job satisfaction and retention. Some leaders not only fail to create a culture of recognition but also pass off their team's work as their own. The adage "I pay them, it's only normal that they do the work" is detrimental to employees and teams. In every relationship, humans need to feel seen, heard, and have their efforts recognized. Recognition should not be limited to once a year at an annual meeting, or to Valentine's Day or Mother's/Father's Day. It should be ingrained in everyday interactions, decisions and practices. Employees and managers give so much to their organization, and for some, at the expense of their personal/family time, leisure, and even health. Not taking the time to recognize employees is a choice. When I give training, I often ask people to write about which recognition gestures touched them the most. You would be surprised at how inexpensive and simple the answers invariably are: - A supervisor sending a thank-you email - A colleague calling to say the work was helpful - A supervisor taking the time to highlight team successes - A thank-you post-it note - A colleague baking something to celebrate a team success or as a thank-you Recognition is a way to boost employees' confidence and give them a sense of worth and purpose. Toxic leadership is not about uplifting people; it's about power and control. These leaders do not care about employee well-being or fairness, nor do they wish to empower employees. Recognition can be fostered by creating certificates or "thank you" notes for employees to give to colleagues, or by providing managers with tools to recognize others. Most importantly, it should become a regular part of daily behavior. The belief that giving praise and recognizing effort will spoil children, spouses, or employees and discourage their effort is a misconception. Empowered employees will give more, not less. Every employee at every level within the organization needs to be recognized for their contributions. Take care of yourself and the people around you 💗

How would you react if I say, "Success has a much greater influence on our brain than failure?” Psychiatrist Ned Halloway in his book 'Shine' says, "While mistakes need to be acknowledged and, one hopes, learned from, it may be more likely, from a purely neurological point of view, that a person will learn more from a success than a failure.” The first time I read this, it was counter-intuitive.. In our popular culture we always believe - we learn more from failures.. that they are the stepping stones to our success. While researching for my upcoming book on High Performance Teams, this was a breakthrough moment.. Digging in, I found that acknowledgement & recognition serve 2 important functions: 1. It provides a positive reinforcement with a boost in confidence & motivation 2. It promotes positive behavioural changes through power of connection The reason is : When we feel recognized and connected to the larger group, we know viscerally, not just intellectually, that we have made a contribution others value. Not only does this motivate us to do more and try harder, but it instills a desire to look out for the larger group…. It leads us to do the right thing even when no one is looking. So, the question arises, how can we build a culture of excellence using recognition & acknowledgement as our allies? Here are 9 ways to do it: #1. Recognize effort, not just results.  Of course, you want the results, but if you recognize ongoing effort, results will more likely ensue. Cheerleading works. #2. Notice details.  Generic acknowledgment pales next to specific recognition. Try, as much as possible, to provide recognition in person and in front of the group. #3. In meetings—and everywhere—try to make others look good, not bad. Scoring points off the backs of others usually backfires. #4. As a manager, you should know that the self-esteem of each employee is perhaps your most important asset. Recognition is a powerful tool to preserve self-esteem. #5. Acknowledge people’s existence! Try always to say hello, give a nod of the head, a high five, a smile in passing. It’s withering to pass someone and feel as if that person didn’t even see you. #6. Tap into the power of positive feedback. Remember that positive feedback often consolidates gains better than learning from mistakes. #7. Monitor progress. Performance improves when a person’s progress toward a goal is monitored regularly. #8. Remember, as a manager, the more you recognize others, the more you establish the "habit of recognition" of hard work and progress as part of the organizational culture. #9. Bring in the marginalized people.  About 15-35% percent of people feel unrecognized and disconnected. Tap into it as it boosts the positive energy across the organization. _ _ _ Recognition is so powerful because it answers a fundamental human need, the need to FEEL VALUED FOR WHAT WE DO.. So, as leaders how do you make others feel valued? Would love to know...

👏 Celebrating Small Wins to Drive Big Outcomes In my career, I've seen leaders who reserve recognition for the "big wins": product launches, hitting revenue milestones, or achieving annual goals. But I've also seen leaders who choose a different path—they celebrate the small wins. Progress made on a tough problem. A new process tested. Even lessons learned from failed experiments. And here's the interesting part: research by Harvard Business Review identifies progress, no matter how small, as the single most powerful motivator at work. When employees feel their incremental contributions are seen and valued, their energy doesn't just sustain—it multiplies. I once saw a team that started every weekly check-in by recognizing "micro-achievements." Over a year, that team delivered some of the most innovative outcomes I've witnessed. What this looks like in practice: 👉 Acknowledging someone who worked through a complex challenge 👉 Celebrating a question that shifted the team's thinking 👉 Recognizing insights from experiments that didn't work 👉 Highlighting small process improvements Why it works: ✅ Builds psychological safety → People share struggles early and take smart risks ✅ Creates momentum → Weekly progress beats waiting months for big wins ✅ Drives innovation → When failure teaches lessons, experimentation increases 💡 Lesson for leaders: Don't just wait for the finish line. Recognition is not about perfection—it's about progress. When you consistently celebrate small wins, you don't just reward effort, you create momentum. And momentum is what drives organizations forward. What small win in your team deserves recognition this week?

Don’t be ‘humbled’, ‘honored’ or even ‘pleased’ on LinkedIn Just be honest Earned a designation? Don't be ‘pleased’ to announce it Say you're proud and share why you're proud with humility For example: 'Sustainability is a passion of mine. I'm committed to learning and growing in the space. I have to admit I am proud I earned XYZ designation not only because it was hard work but also because it was an experience that opened my eyes to how much more I have to learn' Selected to join a board or lead an organization, even a student club? Don’t be ‘humbled’ Be excited. Tell the world what you want to learn, how you want to grow, what you’ll prioritize so we can learn more about you. For example: 'My peers have selected me to lead the XYZ club alongside 11 other colleagues. We have a great community at our school and I'm excited to contribute to it and also connect with my classmates and build deeper relationships. We're going to do great things together' Nominated for an award? Maybe you actually are 'honored' Hate to break it to you – nobody cares that you’re honored But your journey? We care about your journey A nomination reflects an achievement. Start from the beginning, share the roadblocks along the way, and just say out loud it feels good to be recognized for an achievement. For example: ' Publication XYZ recognizes the top 50 leaders in my industry. I was surprised and admittedly happy when I learned one of my industry colleagues nominated me anonymously. I fell into ABC industry by accident 10 years ago and I felt like I didn't belong. But have found a niche I'm passionate about and built a great network. Click on this link to learn about all of the other great leaders nominated for recognition' ‘Humbled’, ‘honored’ and ‘pleased’ are not only cringeworthy They also make for a terrible story But worse These words suggest you might not be comfortable actually telling your own story