How to Recognize Employees Who Go Above and Beyond: Proven Approaches
Recognizing employees who consistently exceed expectations is crucial for maintaining a motivated and productive workforce. This article presents proven approaches, backed by insights from industry experts, to effectively acknowledge outstanding performance. Discover practical strategies that can transform your organization’s recognition practices and foster a culture of excellence.
- Recognize Efforts Through Personalized Appreciation
- Tailor Recognition to Individual Preferences
- Implement Multi-Tiered Recognition Strategies
- Foster Genuine Appreciation with Impact Notes
- Link Recognition to Growth Opportunities
- Elevate Excellence Through Intentional Acknowledgment
- Cultivate Trust with Timely Authentic Recognition
- Update Job Descriptions to Match Contributions
- Reinforce Value with Meaningful Rewards
- Retain Top Talent Through Raises and Promotions
Recognize Efforts Through Personalized Appreciation
We have a recognition program that highlights employees’ exceptional contributions during monthly meetings, accompanied by personalized notes and small tokens of appreciation. Acknowledging efforts publicly reinforces positive behaviors and boosts morale. For example, celebrating a team member’s initiative in streamlining our supply chain led to increased engagement across departments.
Such recognition fosters a culture of appreciation and motivates others to strive for excellence. It’s a meaningful way to value our team’s dedication and hard work.
Erin Hendricks
President and Owner, Sammy’s Milk
Tailor Recognition to Individual Preferences
I believe recognition starts with truly seeing people. When someone consistently goes above and beyond, it’s not just about their output—it’s about their initiative, mindset, and how they elevate everyone around them. I make it a point to acknowledge that kind of effort personally. Whether it’s a handwritten note, a phone call, or a genuine shout-out in a team meeting, I want people to know I see them, not just what they do.
Beyond that, we look for opportunities to align recognition with what matters to each person. Some value public praise, others appreciate professional development opportunities, or more flexibility in how they work. I try to tailor the “thank you” to what’s meaningful to them. When people feel heard and appreciated in a way that resonates, it deepens their connection to the work and the team. And honestly, it energizes the whole organization—recognition is contagious. I’ve found that building a culture where appreciation is natural, not just a checkbox, creates an environment where people want to give their best. It’s not just about saying “good job.” It’s about saying, “I see the difference you’re making, and it matters.”
Bradford Glaser
President & CEO, HRDQ
Implement Multi-Tiered Recognition Strategies
High performers are recognized in a variety of ways, both publicly and privately. For instance, public recognition occurs during meetings as someone’s successful project is highlighted to colleagues. Privately, a handwritten note may be given by leadership, or a one-off bonus may be provided as thanks. Furthermore, the leadership team is always on the lookout for people to reward and endeavors to let them know how they can help the company, such as through future promotions or professional development seminars. These varied tiers of recognition help solidify one’s sense of value within the company and help promote further advances.
Chris Hunter
Director of Customer Relations, ServiceTitan
Foster Genuine Appreciation with Impact Notes
When someone consistently steps outside their role to help others or solve problems, we ensure it doesn’t go unnoticed. One thing we do is something we call “Impact Notes.” It’s simple: when someone goes the extra mile, we write them a short, handwritten note. Not an email, but a direct, personal message that highlights what they did and why it mattered.
We’ve found this approach is more effective than generic praise. It’s specific, unexpected, and demonstrates that we’re paying attention.
We also ask the team every quarter to acknowledge someone who made their job easier—even if it wasn’t part of that person’s official responsibilities. This kind of recognition from peers is particularly meaningful. It fosters a culture where people appreciate each other’s efforts, not just results.
The key for us is to keep it human. Recognition shouldn’t feel like a mere checkbox. When people know their work is seen and appreciated in genuine ways, they remain engaged and loyal to our organization.
Vikrant Bhalodia
Head of Marketing & People Ops, WeblineIndia
Link Recognition to Growth Opportunities
At The New Workforce, we believe that recognition should be commensurate with the level of performance and contribution. For our employees who consistently go above and beyond, we publicly and purposefully highlight their impact in all-hands meetings, through personal messages from leadership, and on internal platforms.
We do not stop at praise; instead, we link this acknowledgement and recognition to genuine growth opportunities, stretch projects, financial rewards, or leadership roles. People feel most valued not only when they are thanked but when their efforts are rewarded with trust, advancement, and autonomy.
We must make recognition timely, visible, and tied to their future. Not just by saying “great job” but also saying “what’s next.”
Kraig Kleeman
CEO, The New Workforce
Elevate Excellence Through Intentional Acknowledgment
For me, recognizing people who go above and beyond isn’t just about the occasional shoutout or bonus; it’s about building a culture where excellence is seen, acknowledged, and rewarded consistently.
In real estate, especially with the pace we work at on my team at Vancouver Home Search, it’s easy to let wins fly under the radar. So I make it a point to intentionally recognize effort. That could be as simple as a personal message acknowledging a win, or something more visible like team-wide recognition during our weekly meetings. Public praise matters; it not only lifts that individual but also sets a standard for the team.
When someone consistently goes beyond what’s expected, I look for ways to elevate them, whether that’s giving them more responsibility, involving them in leadership conversations, or even building roles around their strengths. In my opinion, the best way to make someone feel valued is to show them that their growth matters as much as their results.
Adam Chahl
Owner / Realtor, Vancouver Home Search
Cultivate Trust with Timely Authentic Recognition
Saving recognition for a once-a-year review or relying on grand gestures isn’t what real appreciation looks like at Regenerative Orthopedics & Sports Medicine — we understand that. We call it out right then and there, not months later — because when someone steps up, it’s about recognizing the good in the moment and taking the time to speak up.
To allow them to clearly see how they’re making an impact, I make it a point to link their efforts back to our larger mission. We see you, and what you contribute matters — whether it’s a quick personal note or a shoutout in front of the entire team, the message stays the same.
The truth is, people can tell when appreciation is just a formality. Building real trust, genuine loyalty, and a stronger team takes true recognition — the kind that comes with a little more heart and a little more effort.
Colin Potts
Chief Operating Officer, Regenerative Orthopedics & Sports Medicine
Update Job Descriptions to Match Contributions
One simple thing we try to do with employees like that is to change their job description to match what they’re actually doing. Formally recognizing those efforts is a first step towards paying or promoting them, and it’s a great way to encourage more effort. If you just ignore your hard workers, sooner or later they’re going to lose that motivation.
Hayden Cohen
CEO, Hire With Near
Reinforce Value with Meaningful Rewards
Our approach to recognizing employees who go above and beyond is rooted in personal acknowledgment and meaningful appreciation. In the self-storage business, so much of what makes a facility successful happens behind the scenes—responding quickly to customers, keeping the property clean and secure, and solving problems before they even arise. When someone consistently takes ownership and exceeds expectations, we make a point to call it out.
We recognize standout team members both privately and publicly. That might mean a personal thank-you, a handwritten note, or acknowledging their efforts during a team meeting. We also offer small but meaningful rewards—extra time off, gift cards, or flexibility with scheduling—as a way to show appreciation. It’s less about flashy perks and more about reinforcing that their work is seen and valued.
One thing we’ve learned is that recognition doesn’t have to be formal to be impactful. A sincere “thank you” in the moment can go a long way. By creating a culture where people feel respected and appreciated, we not only retain great employees—we build a stronger, more reliable experience for our customers too.
Frank Pressel
Operator, Red River Storage
Retain Top Talent Through Raises and Promotions
I give them a raise and a promotion. Especially these days, most employees are working to the letter of their job descriptions, then calling it a day. Anyone who shows a strong sense of initiative is someone I want to stick around, and I make sure they know it.
Jonathan Palley
CEO, QR Codes Unlimited