What is one creative approach you've used to recognize and appreciate employees' contributions beyond traditional methods? How did this impact employee morale or engagement?

Question

Unlock the potential of workplace recognition with creative strategies that elevate employee morale and productivity. This article delves into a curated selection of expert-backed approaches designed to acknowledge and celebrate team members in meaningful ways. Gain access to practical insights that can transform the landscape of appreciation within any organization.

Brayn Wills · Answer

Recognition That Feels Personal, Not Processed
One creative approach we've used at ProProfs Training Maker was building what we call a "Spotlight Story" series. Instead of the usual "employee of the month" email, we started sharing short stories during our internal town halls—highlighting real contributions made by team members, big and small.
Here's the twist: the stories didn't come from managers. They came from peers. We encouraged employees to nominate each other with a short note on what someone did and how it made a difference. Whether it was solving a tough customer issue, jumping in to help a teammate, or quietly improving a process—if it mattered, we shared it.
We also kept it fun and informal, sometimes adding quotes from the nominee or photos from behind the scenes. The goal was to make recognition feel real and human, not just part of a checkbox routine.
The impact? People felt seen—not just for results, but for the effort behind them. Engagement went up, peer appreciation became more common, and new hires quickly saw the kind of culture we value.
Sometimes, all it takes is telling the story right.

David Case · Answer

I find that the recognition my team members appreciate most is practical--something that offers a real-world benefit beyond the intrinsic motivation of being acknowledged. One of the most effective ways I do this is by investing in their development. My preference is for rewards that focus on skill-building and career growth, such as enrolling them in relevant conferences or workshops, covering the cost of an industry-recognized certification, or gifting a subscription to an online course or MasterClass of their choice. In my experience, this kind of recognition significantly boosts engagement and loyalty because it shows we're committed to their long-term success. It's also a smart business move: by investing in our top performers, we help them grow while increasing the likelihood they'll stay with us over the long term.
Another creative approach I've been experimenting with is offering "side project" hours as a reward for exceptional performance. This gives employees a few hours each month to focus on a project of their choosing--something related to our workplace, but outside their regular responsibilities. Recent examples include designing systems to streamline workflow, developing a data-driven talent map, and conducting a candidate experience audit. Like growth-focused recognition, this gives employees time to sharpen existing skills and explore new ones, while working on initiatives that strengthen both individual performance and our overall client impact. Giving high performers this kind of autonomy shows that we value their ideas and trust their expertise. The feedback has been overwhelmingly positive--employees have said this makes them feel more empowered, appreciated, and deeply invested in our organization.

Max Shak · Answer

At Zapiy.com, we believe that meaningful recognition goes beyond bonuses and "Employee of the Month" plaques. One of the most impactful approaches we've taken is implementing personalized "Thank You Days."
Instead of a generic reward, we give employees a surprise paid day off tailored to something they love. For example, one of our team members is an avid hiker, so we arranged for them to have a free day, plus a gift card to a local outdoor gear store. Another team member passionate about music got surprise tickets to see their favorite band.
This approach has had a huge impact on morale. Employees feel truly seen and valued, not just as workers but as people. Engagement and retention have improved because our team knows their efforts don't go unnoticed. A personalized "thank you" goes a long way in fostering loyalty and a positive workplace culture.

Janet du Preez (MSc MOTI) · Answer

I believe that recognizing and appreciating the contributions of team members needs to be rethought at a much deeper level. I recently did a lot of exploratory thinking about engagement. I was completing a Master's degree on "Improving Stakeholder Engagement in the Context of Wicked Problems". I originally set out to develop a more useful framework for understanding engagement as a universal construct. I spent two years on that question, considering engagement through four lenses - employees, customers, learners, and users - to understand organizational engagement better. I'd be delighted to share all I learned. However, the first lesson was that engagement has at least five different meanings - engagement as interaction, personal investment, enrollment, experience, and a process over time.
When people engage optimally, they invest themselves, often sacrificially. When they invest, they are hoping for a return. If we want to really appreciate people, then we need to understand the unique return that they are seeking. Generally, recognition and appreciation systems boil down to just a few approaches - money or a gift of some sort, public acknowledgement, and, occasionally, promotion. All of those rewards are valuable, but we can promote even deeper engagement when we really recognize people and give them returns that they find personally meaningful. Recognition is not putting someone's name in lights. It isn't showcasing them. It is seeing them, really seeing them for who they are, understanding their strengths, deep pleasures, and motivations - seeing the extraordinary value that they bring and giving them the opportunity to shine again and again and again. It is seeing not just their results, but the heart behind the work, understanding what they really care about. It is understanding people as spiritual, physical, intellectual, social, and emotional (SPISE) beings and giving them SPISE returns. We can't make people engage. We can only provide a context in which they choose to invest - not just their efforts, but their beliefs, their hearts, their minds, and their time.
So, for some people, this may mean providing a prized learning opportunity and bringing new insight back to their team. For others, it may mean opening access to meet and connect with someone who inspires them. A third group might value a chance to take on another challenging project that stretches their imaginations and problem-solving skills. I'd love to connect if you want to explore further.

Jay Sobo · Answer

One way we recognized employees in a more personal way was by starting a "Spotlight Story" tradition. Instead of the usual shout-outs or awards, we took the time to highlight individual team members by sharing their stories. Whether they went the extra mile for a client, found a creative solution to a problem, or consistently brought a great attitude to work, we made sure their efforts were recognized in a meaningful way!
This simple change made a huge difference. Employees felt valued beyond just hitting numbers; they knew their contributions mattered! It also motivated others to bring their best, knowing their hard work didn't go unnoticed. Over time, it helped create a more positive and engaged team culture.

Alex Cornici · Answer

At a previous company, we shifted from standard recognition awards to a more personalized "Day in the Spotlight" initiative. Every month, employees voted for a colleague who went above and beyond. The winner received a small trophy during a team meeting, but the main feature was a professionally designed poster displayed in the common area, highlighting their achievements and personal hobbies. This visual tribute not only celebrated their professional contributions but also showcased their personality and life outside of work.
The impact on morale was notably positive. The personalized recognition made the employees feel genuinely valued, not just for their work output but as multifaceted individuals. This approach engendered a sense of community and appreciation among team members, making the workplace atmosphere more collaborative and supportive. It's a small reminder that celebrating the whole person can significantly enhance employee engagement and satisfaction.

Andrew Osborne · Answer

One creative way I've recognized my team's contributions is by giving them the opportunity to lead and take ownership of special projects that align with their personal interests in gardening and landscaping. For example, one of my team members had a passion for native Australian plants, so I put them in charge of designing a native garden for a client who wanted a low-maintenance, wildlife-friendly space. Not only did this allow my employee to showcase their expertise, but it also gave them a real sense of pride and ownership over the project. I made sure to highlight their work by sharing before and after photos on our website and social media, giving them full credit for their design. Seeing their name and work recognized publicly gave them a huge morale boost and strengthened their confidence in their skills.
With over 15 years of experience and my certification in horticulture, I know that motivation comes from more than just a paycheck. By creating an environment where employees feel valued for their unique skills, I've seen a noticeable increase in engagement and job satisfaction. Employees who feel appreciated in a personal and meaningful way tend to go the extra mile, not just for the business but also for our clients. This approach has led to stronger teamwork, higher-quality work, and a team that genuinely enjoys coming to work every day.

Tracie Crites · Answer

An instance I remember well was when we wanted to recognize our team's hard work on a major valuation project but had limited resources for rewards. Instead of opting for typical choices like gift cards or team lunches, we created a personal experience that truly resonated with each team member.
We organized a "day in the spotlight" for each person involved. Throughout the week, we highlighted each team member on a rotating basis, dedicating part of our daily meeting to celebrate their contributions. We didn't rush through this process; we would call out specific examples of their dedication, share stories that reflected their impact, and allow others to add their own messages of appreciation. This approach made each individual feel genuinely valued in a meaningful and personal way.

8 Creative Approaches to Recognize Employee Contributions

8 Creative Approaches to Recognize Employee Contributions

Peer-Nominated Spotlight Stories Boost Engagement

Invest in Employee Development as Recognition

Surprise Personalized Thank You Days

Understand Unique Returns for Deep Engagement

Share Personal Stories to Celebrate Contributions

Showcase Employees' Achievements and Hobbies

Empower Team with Interest-Aligned Projects

Dedicate Spotlight Days for Individual Recognition