How to Write a Great Recognition Post
A well-timed thank-you. A short note of praise. A public shoutout that makes someone’s day. In any organisation, recognition plays a powerful role—and in hybrid workplaces, those moments often take the form of written posts shared across internal channels.
But not all recognition posts are created equal. The best ones do more than offer vague encouragement. They’re specific, sincere, and aligned with your culture. A great recognition post doesn’t just make someone feel appreciated—it sets an example for others, builds morale, and reinforces the behaviours your organisation values most.
So how do you write one that really works?
Why Recognition Posts Matter
Recognition isn’t about formality—it’s about being seen. In a busy, distributed workplace, small wins and behind-the-scenes contributions can easily go unnoticed. That’s why regular public recognition matters. When someone’s effort is acknowledged clearly and meaningfully, it boosts motivation and strengthens connection.
Done well, a simple recognition message can improve employee engagement, deepen trust, and create a ripple effect across teams. It shows people what “good” looks like and encourages others to step up in their own way. In remote or hybrid settings, where spontaneous praise is less common, these posts become even more important.
When recognition is built into your company’s communication rhythm, it becomes a powerful part of the culture. Encouraging smoother internal communication is one thing—but embedding appreciation within that flow brings it to life.
What Makes a Great Recognition Post?
A good recognition post is clear and timely. It highlights the specific action or behaviour being acknowledged, and it explains why it mattered. Rather than saying “great job!”, it says what the person did, how it helped, and why it stood out.
One simple structure that works well is Action + Impact + Appreciation. For example:
“Thanks to Reem for staying late to prepare the Q2 slides (Action)—it meant the leadership team had a clear, confident narrative going into the board meeting (Impact). We really value your commitment (Appreciation).”
Notice the difference? It’s detailed, genuine, and outcome-focused. It shows the impact of the effort. And if your organisation values traits like ownership or clarity under pressure, this is a perfect chance to reinforce that too.
Tone matters as well. Recognition should sound like it’s coming from a real person—not a form letter. Some of the most effective posts are short, warm, and conversational. Formality often dilutes the message. What’s most important is that it feels sincere.
Avoiding the Common Pitfalls
One of the biggest mistakes in recognition posts is being too generic. Messages like “great work” or “thanks for your help” don’t tell the recipient—or the team—what was actually appreciated. They’re well-intentioned, but they lack meaning.
Here’s a quick example of a before-and-after rewrite:
❌ “Great job on the presentation.”
✅ “Your presentation on the client metrics was spot on—it helped the team clearly see where we’re making progress and where we need to improve.”
Another common issue is treating recognition like a formal HR task. When posts sound like a performance review, they miss the human element. Recognition should feel personal, not polished.
Also, don’t fall into the trap of only celebrating major wins. Quiet effort, consistent collaboration, or someone helping others succeed behind the scenes all deserve praise. Recognising a range of contributions helps build a culture of inclusion and belonging.
Recognition Is Everyone’s Job
A culture of appreciation doesn’t just depend on managers. It thrives when peer-to-peer recognition is normalised and encouraged. When colleagues celebrate each other’s efforts, it builds trust and makes teamwork feel more meaningful.
One product team introduced a “kudos” channel on their internal platform. Every Friday, team members were encouraged to highlight something great a colleague had done that week—however big or small. Within weeks, participation grew organically, and people began looking for ways to support each other just so they could give (and receive) kudos.
According to Gallup, employees who receive regular recognition are more likely to be engaged, productive, and loyal to their organisation. Yet their research also found that only one in three workers in the UK strongly agree that they’ve received praise in the past week. That’s a huge opportunity gap.
Embedding recognition in your internal comms system can help close that gap. Tools with built-in employee recognition features make it easy to share praise, celebrate values, and include everyone—whether they’re in the office or remote.
A great recognition post doesn’t need to be long or complicated. It needs to be timely, thoughtful, and specific. When writing one, think about what the person did, why it mattered, and how it made a difference. Use a warm tone, and be clear about the impact. If you want structure, use Action + Impact + Appreciation to guide your message.
These small acts of appreciation aren’t just nice gestures. They build culture. They make your values visible. And they help create a workplace where people feel seen, supported, and motivated to do their best.
So, who on your team deserves recognition today? And how will you make it count?
