Appreciation Ideas for International Teams
In today’s global workplace, appreciation needs to travel further than ever. When your team spans time zones, cultures, and countries, recognising great work isn’t just about saying thank you—it’s about saying it in a way that resonates. That’s why building thoughtful employee appreciation practices is so important for international teams.
When people feel valued, they show up more engaged, more loyal, and more willing to go the extra mile. But appreciation across borders can be tricky. What feels personal in one culture might feel awkward in another. What’s meaningful in London may not translate the same way in Tokyo or São Paulo. So how do you show gratitude in ways that feel inclusive, sincere, and culturally respectful?
Here are a few ideas that actually work.
Start with Personal and Cultural Awareness
The first step to showing appreciation internationally is recognising that a one-size-fits-all approach rarely works. People experience and express gratitude differently depending on local norms, language, and expectations.
For example, public recognition might be celebrated in one country, while in another, a private message is far more appropriate. Some team members may appreciate a virtual shoutout during a meeting, while others might prefer a handwritten card or a quiet thank-you in their inbox.
Taking time to understand these nuances builds trust—and prevents well-intended praise from feeling performative. It helps to encourage managers to check in with their teams and learn what kinds of recognition feel most comfortable to individuals.
This is where inclusive communication matters. Building smoother internal communication isn't just about language or clarity—it’s about understanding tone, format, and context across cultures.
Use Local Calendars and Global Moments
One powerful way to show appreciation in international teams is to acknowledge local holidays, traditions, or cultural milestones. Recognising regional festivals, national days, or significant public events demonstrates that you see people as more than just job roles—you see them in context.
This might be as simple as adjusting schedules around a holiday or creating space for team members to share how they’re celebrating. It could also mean tying appreciation moments to local observances, rather than defaulting to a Western-centric calendar.
Some global companies have created “culture days”, where each region gets to spotlight local customs, food, or values. This type of initiative not only shows appreciation—it builds connection and inclusion across the team.
Give Recognition in Local Languages Where Possible
Even small gestures in someone’s native language can go a long way. A simple thank-you in French, Japanese, or Spanish—especially when it’s unexpected—adds a layer of personal effort that makes the message more meaningful.
You don’t need to be fluent, but using language tools or leaning on bilingual colleagues to help write short messages can make international recognition feel more authentic.
In one company, a senior leader made a habit of including one sentence in the recipient’s local language when sharing company-wide recognition posts. Over time, this small habit had a big impact on morale and helped shift the tone of internal communication to be more inclusive.
Offer Flexible, Localised Rewards
When appreciation includes a tangible element, flexibility is key. A reward that feels generous in one country might not be usable or relevant in another. For instance, a coffee voucher in one region might not be redeemable elsewhere—or a branded hoodie might be the wrong size, climate, or style.
This is where personalised employee benefits and recognition tools can make a real difference. Programmes that allow employees to choose rewards that fit their location and lifestyle are far more effective than blanket policies. Offering flexible, localised options ensures that appreciation isn’t just symbolic—it’s practical and meaningful, too.
Encourage Peer Recognition Across Borders
Appreciation doesn’t need to flow top-down. In fact, one of the most powerful forms of recognition is peer-to-peer—especially across departments, projects, and regions. Encouraging colleagues to shout each other out helps break down silos and builds a culture of appreciation that reaches across time zones.
Some teams use weekly shoutout threads, cross-regional kudos boards, or internal newsletters that highlight contributions from different countries. These spaces create visibility for great work that might otherwise go unnoticed and remind employees that they’re part of something larger.
According to Gallup’s workplace research, consistent recognition has a direct impact on engagement and retention—especially when it’s personalised and seen by others.
Appreciation doesn’t need to be complicated. It needs to be personal, consistent, and culturally aware. In international teams, that means asking what people value, listening to local context, and making the extra effort to recognise contributions in ways that feel sincere.
Whether it’s a message in someone’s language, a reward they can actually use, or a shoutout tied to something they care about, the smallest gestures often have the biggest impact. Because when people feel truly appreciated, they don’t just perform better—they stay longer, contribute more, and become advocates for the culture you’ve built.
