RPI Blog

Recognition is Not the Fix, it’s the Fuel

12 May 2026

Jackie Gracia, VP, Central Area Sales & Business Development, O.C. Tanner

I’ve been in the recognition industry for 14 years, and in leadership roles for about the same amount of time. I’ve experienced burnout firsthand, and I’ve managed it alongside my teams. I’ve seen what recognition looks like, and what it feels like when it’s missing.

Recognition does not solve everything. It does not close the gap when teams are under-resourced, when results are missed, or when budgets are tight. It cannot remove the everyday pressures that come with work.

But in my experience, it is still imperative. It’s often the thing that gives you, or your employee, the push to take the next step in a project. It’s the pit stop in the middle of a long race. You’re still running, the course is still hard, but that quick moment of care resets you just enough to take the next mile. It’s the validation that reminds you your work is seen and valued.

What I’ve learned: Recognition doesn’t fix burnout, but it helps close the gap between effort and feeling valued.

Recognition can fall flat when teams feel stuck in burnout and cannot seem to dig themselves out of it.

As leaders, we have to start with the basics. That means providing the right support, rolling up our sleeves and working alongside our teams, setting clear direction, and creating realistic expectations. That foundation matters.

Where recognition comes in is connection. It helps people feel seen in the middle of the work. It surfaces contributions that might otherwise go unnoticed and closes the gap for those who are quietly doing the work day in and day out.

It does not remove the pressure, but it changes how that pressure is experienced. It reminds people they are not invisible and that their work matters, even in the middle of the hardest moments.

A Simple Leadership Playbook, How to Make Recognition Count

Recognition does not have to be complicated or costly to be meaningful. In fact, the most impactful moments are often the simplest.

Keep it simple and consistent

Recognition does not need a big budget tied to it. It needs to happen regularly and be part of how you lead.

Be public when it makes sense

Sharing great work with the broader team reinforces what matters and helps others feel connected to success.

Recognize the efforts along the way

Do not wait until final results. Recognise progress along the way, especially the effort, ownership, and resilience it takes to get there.

Be genuine and specific

A quick “thank you” is appreciated, but calling out exactly what someone did and why it mattered is what makes it stick.

Look for who might be missed

Pay attention to the quieter contributors or the behind-the-scenes work. Those are often the people who feel the impact of recognition the most.

When recognition becomes a simple, consistent habit, it creates momentum. It builds connection, reinforces the right behaviours, and gives people just enough to keep going, even when the work is hard.