I used to worry that if I highlighted my team’s accomplishments too much, it might come off as a self-congratulatory.
Was I being boastful?
Was I trying to ride the coattails?
Over time, I realized something that changed how I lead: if you don’t advocate for your people, no one else will.
What I once feared was bragging, I now see as one of the most essential responsibilities of leadership. Recognition isn’t about ego – it’s about amplification. It’s about making sure the people who put in the work are seen, heard and appreciated. And in today’s hybrid, high-turnover workplace, that visibility isn’t just nice to have – it’s mission-critical.
Let’s talk about why this matter more than ever, and how to do it in a way that’s authentic, consistent, and powerful.
The Psychology of Recognition
Recognition lights up the brain. Literally. When someone is acknowledged for their work, the brain releases dopamine, which fuels motivation, engagement, and a sense of belonging.
According to Gallup, employees who feel adequately recognized are 4 times more likely to be engaged and 5 times more likely to stay at their jobs. Recognition isn’t a soft skill—it’s a retention strategy.
And yet, many organizations still rely on the outdated notion that “great work speaks for itself.” It doesn’t. People do. Leaders do.
When a manager speaks up about a team member’s contribution—whether in a leadership meeting or on a Slack channel—it doesn’t just boost morale. It signals to others in the organization: this person is valuable, and you should know it.
Why Leaders Must Be the Advocates
Here’s a hard truth: talent isn’t always visible.
People might be doing extraordinary work behind the scenes—solving conflicts, mentoring peers, debugging chaos—but unless someone speaks up, it can remain unnoticed.
That someone needs to be you.
Harvard Business Review has found that visible acknowledgment from managers significantly increases employees’ chances of promotion and career growth. When you shine a spotlight on your team, you’re not just giving praise. You’re expanding their opportunity surface area.
Think about it like this: your job isn’t just to manage tasks—it’s to elevate people. Advocacy is influence, and influence opens doors.
I remember a colleague who was brilliant but reserved. She consistently delivered high-impact work, yet rarely spoke about it. I made it a point to reference her contributions in cross-functional meetings, loop her into strategic discussions, and give her credit publicly. Within a year, she was promoted—and began doing the same for others.
That’s the ripple effect of leadership.
Making Recognition Intentional, Not Performative
The best recognition feels earned, specific, and genuine.
It’s not about doling out praise like candy. It’s about seeing people deeply—knowing what they care about, what they’re proud of, and what they hope to achieve—and then connecting the dots publicly and meaningfully.
Here are a few principles I’ve found helpful:
- Public when possible, private when preferred. Some thrive on stage; others prefer a quiet thank-you. Know the difference.
- Make it about them, not you. “I’m so proud of my team” can sometimes come off as self-congratulatory. Instead: “Sam led this initiative end-to-end and crushed every metric.”
- Tie praise to impact. Instead of “great job,” say: “Ana’s automation cut our report generation time by 80%—freeing up hours for deeper analysis.”
- Make it a habit, not a holiday. Don’t wait for annual reviews. Recognition is most powerful when it’s real-time, not retroactive.
And don’t underestimate the little things: a well-timed compliment by the coffee machine, a callout in a daily standup, a note on a shared doc. These micro-moments add up.
Practical Playbook: How to Start Today
Not sure where to begin? Start small. Here are 3 things you can do this week:
1. Spotlight in Slack or Teams
Share a win from someone on your team in a public channel. Be specific about what they did and why it mattered.
“Shoutout to Kim for debugging our deployment issues under serious time pressure—and helping the team avoid downtime. Clutch save.”
2. Praise in Meetings
Carve out 2 minutes in your weekly team meeting to highlight contributions from different people. It sets the tone and builds morale.
3. Nominate for Cross-Functional Projects
Visibility isn’t just about words. Loop your team members into projects where they can shine beyond their usual domain. It’s one of the fastest ways to accelerate careers.
Final Thoughts: This Is What Leadership Looks Like
Advocacy isn’t extra—it’s essential. The best leaders I’ve worked with are generous with their praise, thoughtful in how they distribute credit, and relentless in their efforts to make their teams visible.
Because here’s the truth: people remember how you made them feel. A compliment might last 10 seconds—but its impact can last a career.
So, who on your team deserves the spotlight this week?
Go tell the world 🌟
