The Hologram Effect: How Recognition Adds Depth and Shine to Your Team

Recognition is one of the simplest yet most powerful tools for motivating teams. When done right, it can transform a group of individuals into a connected, high-performing unit. But how often do we, as leaders, prioritize this vital practice in the rush of daily work?

A few years ago, I worked with a team that was struggling with some tension and disconnect. It was clear that we needed to rebuild a sense of trust and camaraderie. I decided to take an unconventional approach—one that would not only encourage collaboration but also foster a culture of recognition.

I introduced a three-month recognition campaign with a simple yet impactful rule. At the beginning of each month, I gave every team member $10. That $10 was theirs, but it came with one condition: it could only be used to recognize someone else. Each person had the opportunity to “vote” for a colleague who had made a difference in their work or life that month. If they chose to recognize someone, their $10 would go directly to that person as part of the recognition. However, if they didn’t use their vote, the $10 would come back to me at the end of the month.

The process was entirely anonymous. People could nominate anyone they felt deserved recognition—whether for helping on a tough project, offering emotional support during a stressful time, or simply showing up with a positive attitude. At the end of the month, I would tally the votes and distribute the funds to those who had been recognized, along with a small note to let them know why their contributions were appreciated.

What unfolded was truly heartwarming. In the first month, almost everyone participated. People started paying closer attention to the contributions of their colleagues, not just in terms of work output but in the little ways they added value to the team. When the winners were announced, it wasn’t the monetary aspect that mattered most. It was the look of pride and gratitude on their faces as they realized their peers had noticed and appreciated their efforts.

By the end of the three months, the team dynamic had shifted dramatically. The recognition game had not only eased the tension but had also created a culture where people actively looked for ways to support and uplift one another. It was a reminder that recognition doesn’t have to be complicated or grandiose. Sometimes, all it takes is a small gesture—and a bit of creativity—to make people feel seen, valued, and motivated.

This story aligns closely with the insights shared in The Carrot Principle by Adrian Gostick and Chester Elton. The authors studied 200,000 employees and found that recognition was a critical driver of employee engagement and performance. According to their research, organizations with robust recognition practices were three times more likely to retain employees and experience improved productivity. The authors emphasized that effective recognition is not about grand gestures or costly rewards. Instead, it is about authenticity, consistency, and timeliness.

The book also highlights what the authors call “The Basic Four” of good management—goal setting, communication, trust, and accountability—and demonstrates how recognition acts as an accelerator for these practices. When recognition is added to these foundational elements, great management is born.

One manager, for instance, carried three coins in his pocket daily, moving one from the right pocket to the left each time he offered meaningful praise. Another example shared was of leaders personally delivering paychecks to employees while taking a moment to share why their contributions mattered. In one organization, a new hire’s first day was celebrated with a small, personalized welcome event that set the tone for the recognition culture.

Reflecting on this, I know that the recognition campaign I introduced had a profoundly positive impact on my team. But for some reason, after that successful initiative, I got overtaken by other demands. Work, as it often does, took over, and I didn’t have the chance to carry on the campaign. And that’s where the challenge lies. We all know that recognition is important—it has been proven time and time again—but it requires deliberate effort. Especially for leaders, it’s easy to get caught up in the daily grind and focus solely on what’s required, leaving little room for these seemingly small yet powerful acts.

Here are my three tips for using recognition to motivate your team:

Be specific and genuine: Recognize individuals for their unique contributions. Instead of saying “Good work,” try something like “Your creative approach to streamlining the process saved us valuable time.” This makes the recognition feel personal and meaningful.

Make it timely: Do not wait for quarterly reviews or formal events to acknowledge good work. Immediate recognition reinforces the behavior you want to see repeated.

Create a culture of recognition: Encourage team members to recognize one another. Peer-to-peer appreciation can be just as impactful as recognition from a leader and helps build stronger connections within the group.

Recognition is like layering a hologram over your team. On its own, the surface might look fine, but with that extra layer of acknowledgment, everything begins to shine with depth and brilliance. A hologram’s beauty lies in the interplay of light and layers, just as a team’s success depends on trust, encouragement, and appreciation. By making recognition an everyday practice, leaders can transform the ordinary into something truly extraordinary.