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Plaques, Pizza, and the Problem with "We Have a Program" with Jeff Conroy
Your Recognition Program is Lying to You
You've got the plaques. You've got the pizza parties. You've got the "Employee of the Month" wall. And somehow, your people still feel invisible. What gives?
This episode of No More Leadership BS takes a sledgehammer to the feel-good fantasy of recognition programs and gets real about what actually makes people feel seen, valued, and motivated to show up and do their best work.
The Trophy Problem Nobody Talks About
Here's the thing about recognition: it's not one-size-fits-all, and handing everyone a coffee mug isn't going to cut it. Some people light up for public praise. Others feel seen when you depend on them. One person's wall full of trophies is another person's trash pile. If you don't know which camp your people are in, your recognition program is just organized noise. Know your people. Full stop.
Check the Box, Lose the Trust
Recognition programs created by HR budgets and quarterly planning cycles have a dirty secret: they often have nothing to do with genuine appreciation. When you outsource caring about your employees to a catalog of branded merchandise, you're not building culture. You're checking a box. Real recognition isn't a line item. It's a leadership practice. There's a difference between "we have a program" and "we actually give a damn."
Motivation Isn't Your Job (Kind Of)
Here's a spicy take worth sitting with: it's not a leader's job to motivate people. The word "motive" is internal. What leaders CAN do is create an environment where people choose to be motivated. That means fair pay, genuine appreciation, and treating your team like humans instead of human resources. You want "I get to go to work on Monday," not "I have to go to work on Monday." One of those builds a great company. The other one builds resentment.
What Gets Recognized Gets Repeated
Specificity is the secret weapon nobody's using. "Good job" is forgettable. "That report you put together moved the whole project forward and helped the team hit their goal. Thank you." That lands. That's what people remember. That's what they'll try to replicate. And do it immediately. A week-late touchdown celebration is just awkward.
The Bottom Line
Recognition isn't about trophies, pizza, or Starbucks cards. It's about leadership. People need to know their work matters, and the best organizations don't stumble into engaged employees. They have leaders who intentionally see their people, name the behaviors they want repeated, and actually care whether the people on their team are thriving. Recognition costs almost nothing. Ignoring people costs you everything.
Tune In For:
Stop checking boxes. Start seeing people. Your culture depends on it.
Have questions, suggestions or just a great story to tell about some Leadership BS you have experienced? Let us know by emailing us
Today's Featured Coach -
The rest of the gang:
You've got the plaques. You've got the pizza parties. You've got the "Employee of the Month" wall. And somehow, your people still feel invisible. What gives?
This episode of No More Leadership BS takes a sledgehammer to the feel-good fantasy of recognition programs and gets real about what actually makes people feel seen, valued, and motivated to show up and do their best work.
The Trophy Problem Nobody Talks About
Here's the thing about recognition: it's not one-size-fits-all, and handing everyone a coffee mug isn't going to cut it. Some people light up for public praise. Others feel seen when you depend on them. One person's wall full of trophies is another person's trash pile. If you don't know which camp your people are in, your recognition program is just organized noise. Know your people. Full stop.
Check the Box, Lose the Trust
Recognition programs created by HR budgets and quarterly planning cycles have a dirty secret: they often have nothing to do with genuine appreciation. When you outsource caring about your employees to a catalog of branded merchandise, you're not building culture. You're checking a box. Real recognition isn't a line item. It's a leadership practice. There's a difference between "we have a program" and "we actually give a damn."
Motivation Isn't Your Job (Kind Of)
Here's a spicy take worth sitting with: it's not a leader's job to motivate people. The word "motive" is internal. What leaders CAN do is create an environment where people choose to be motivated. That means fair pay, genuine appreciation, and treating your team like humans instead of human resources. You want "I get to go to work on Monday," not "I have to go to work on Monday." One of those builds a great company. The other one builds resentment.
What Gets Recognized Gets Repeated
Specificity is the secret weapon nobody's using. "Good job" is forgettable. "That report you put together moved the whole project forward and helped the team hit their goal. Thank you." That lands. That's what people remember. That's what they'll try to replicate. And do it immediately. A week-late touchdown celebration is just awkward.
The Bottom Line
Recognition isn't about trophies, pizza, or Starbucks cards. It's about leadership. People need to know their work matters, and the best organizations don't stumble into engaged employees. They have leaders who intentionally see their people, name the behaviors they want repeated, and actually care whether the people on their team are thriving. Recognition costs almost nothing. Ignoring people costs you everything.
Tune In For:
- Why your recognition program might be doing more harm than good
- The kindergarten classroom strategy that works just as well on adults
- What DISC assessments have to do with coffee cards (and why that matters)
- The rapid-fire debate: public vs. private, effort vs. results, immediate vs. later
- The one move leaders can make tomorrow to improve recognition instantly
Stop checking boxes. Start seeing people. Your culture depends on it.
Have questions, suggestions or just a great story to tell about some Leadership BS you have experienced? Let us know by emailing us
Today's Featured Coach -
- Jeff Conroy - Organizational and Non-profit Expert, Motivational Speaker, Coach - Executive Leader | Difference Maker for nonprofits in strategic planning, operations, and fundraising and development. Owner/Founder of Conroy Leadership Consulting, LLC. Reach Jeff at [email protected] or 208-215-6285
The rest of the gang:
- Geoff McLachlan - Motivational Speaker, Trainer and Coach, Bringing Fun Back Into the Workplace, Owner/Founder of Professionals At Play Reach Geoff directly at [email protected] or 509-869-4506
- Myra Hall - Individual and Team Coaching, Midlife Mentoring- Helping you get excited about life again as you overcome the things that keep you from living and loving a life that counts. - Owner/Founder Waypoint Coaching Group Reach Myra at [email protected] or 765-623-9711
- Jeffrey Geier - Motivational Speaker, Trainer, and Coach - Helping You Win in Work & Life Owner/Founder of Phoenix Coaching LLC Reach Jeffrey at [email protected] or 509-553-9248
View all episodes
By No BS Productions
5
22 ratings
Your Recognition Program is Lying to You
You've got the plaques. You've got the pizza parties. You've got the "Employee of the Month" wall. And somehow, your people still feel invisible. What gives?
This episode of No More Leadership BS takes a sledgehammer to the feel-good fantasy of recognition programs and gets real about what actually makes people feel seen, valued, and motivated to show up and do their best work.
The Trophy Problem Nobody Talks About
Here's the thing about recognition: it's not one-size-fits-all, and handing everyone a coffee mug isn't going to cut it. Some people light up for public praise. Others feel seen when you depend on them. One person's wall full of trophies is another person's trash pile. If you don't know which camp your people are in, your recognition program is just organized noise. Know your people. Full stop.
Check the Box, Lose the Trust
Recognition programs created by HR budgets and quarterly planning cycles have a dirty secret: they often have nothing to do with genuine appreciation. When you outsource caring about your employees to a catalog of branded merchandise, you're not building culture. You're checking a box. Real recognition isn't a line item. It's a leadership practice. There's a difference between "we have a program" and "we actually give a damn."
Motivation Isn't Your Job (Kind Of)
Here's a spicy take worth sitting with: it's not a leader's job to motivate people. The word "motive" is internal. What leaders CAN do is create an environment where people choose to be motivated. That means fair pay, genuine appreciation, and treating your team like humans instead of human resources. You want "I get to go to work on Monday," not "I have to go to work on Monday." One of those builds a great company. The other one builds resentment.
What Gets Recognized Gets Repeated
Specificity is the secret weapon nobody's using. "Good job" is forgettable. "That report you put together moved the whole project forward and helped the team hit their goal. Thank you." That lands. That's what people remember. That's what they'll try to replicate. And do it immediately. A week-late touchdown celebration is just awkward.
The Bottom Line
Recognition isn't about trophies, pizza, or Starbucks cards. It's about leadership. People need to know their work matters, and the best organizations don't stumble into engaged employees. They have leaders who intentionally see their people, name the behaviors they want repeated, and actually care whether the people on their team are thriving. Recognition costs almost nothing. Ignoring people costs you everything.
Tune In For:
Stop checking boxes. Start seeing people. Your culture depends on it.
Have questions, suggestions or just a great story to tell about some Leadership BS you have experienced? Let us know by emailing us
Today's Featured Coach -
The rest of the gang:
You've got the plaques. You've got the pizza parties. You've got the "Employee of the Month" wall. And somehow, your people still feel invisible. What gives?
This episode of No More Leadership BS takes a sledgehammer to the feel-good fantasy of recognition programs and gets real about what actually makes people feel seen, valued, and motivated to show up and do their best work.
The Trophy Problem Nobody Talks About
Here's the thing about recognition: it's not one-size-fits-all, and handing everyone a coffee mug isn't going to cut it. Some people light up for public praise. Others feel seen when you depend on them. One person's wall full of trophies is another person's trash pile. If you don't know which camp your people are in, your recognition program is just organized noise. Know your people. Full stop.
Check the Box, Lose the Trust
Recognition programs created by HR budgets and quarterly planning cycles have a dirty secret: they often have nothing to do with genuine appreciation. When you outsource caring about your employees to a catalog of branded merchandise, you're not building culture. You're checking a box. Real recognition isn't a line item. It's a leadership practice. There's a difference between "we have a program" and "we actually give a damn."
Motivation Isn't Your Job (Kind Of)
Here's a spicy take worth sitting with: it's not a leader's job to motivate people. The word "motive" is internal. What leaders CAN do is create an environment where people choose to be motivated. That means fair pay, genuine appreciation, and treating your team like humans instead of human resources. You want "I get to go to work on Monday," not "I have to go to work on Monday." One of those builds a great company. The other one builds resentment.
What Gets Recognized Gets Repeated
Specificity is the secret weapon nobody's using. "Good job" is forgettable. "That report you put together moved the whole project forward and helped the team hit their goal. Thank you." That lands. That's what people remember. That's what they'll try to replicate. And do it immediately. A week-late touchdown celebration is just awkward.
The Bottom Line
Recognition isn't about trophies, pizza, or Starbucks cards. It's about leadership. People need to know their work matters, and the best organizations don't stumble into engaged employees. They have leaders who intentionally see their people, name the behaviors they want repeated, and actually care whether the people on their team are thriving. Recognition costs almost nothing. Ignoring people costs you everything.
Tune In For:
- Why your recognition program might be doing more harm than good
- The kindergarten classroom strategy that works just as well on adults
- What DISC assessments have to do with coffee cards (and why that matters)
- The rapid-fire debate: public vs. private, effort vs. results, immediate vs. later
- The one move leaders can make tomorrow to improve recognition instantly
Stop checking boxes. Start seeing people. Your culture depends on it.
Have questions, suggestions or just a great story to tell about some Leadership BS you have experienced? Let us know by emailing us
Today's Featured Coach -
- Jeff Conroy - Organizational and Non-profit Expert, Motivational Speaker, Coach - Executive Leader | Difference Maker for nonprofits in strategic planning, operations, and fundraising and development. Owner/Founder of Conroy Leadership Consulting, LLC. Reach Jeff at [email protected] or 208-215-6285
The rest of the gang:
- Geoff McLachlan - Motivational Speaker, Trainer and Coach, Bringing Fun Back Into the Workplace, Owner/Founder of Professionals At Play Reach Geoff directly at [email protected] or 509-869-4506
- Myra Hall - Individual and Team Coaching, Midlife Mentoring- Helping you get excited about life again as you overcome the things that keep you from living and loving a life that counts. - Owner/Founder Waypoint Coaching Group Reach Myra at [email protected] or 765-623-9711
- Jeffrey Geier - Motivational Speaker, Trainer, and Coach - Helping You Win in Work & Life Owner/Founder of Phoenix Coaching LLC Reach Jeffrey at [email protected] or 509-553-9248
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