March has a way of making us think about luck—from four-leaf clovers to St. Patrick’s Day traditions, there’s a collective sense that some people or teams just “have it.” We see high-performing organizations and assume they got lucky with a naturally engaged team, a strong culture, or a leader who just happens to inspire.
But thriving workplaces don’t happen by chance. They are built.
Great leadership isn’t about waiting for the right people to appear or hoping motivation stays high. It’s about intentionally creating an environment where people feel seen, valued, and empowered—and one of the most powerful ways to do that is through recognition.
The Myth of ‘Lucky’ Workplaces
When you walk into a workplace where people are energized, collaboration flows effortlessly, and culture seems unshakable, it’s tempting to believe they just got lucky. Maybe they hired all the right people. Maybe they stumbled upon an incredible formula for success.
But behind every strong culture is something deeper: leaders who make people a priority.
These leaders don’t leave engagement, motivation, or retention to luck. They don’t assume a paycheck is enough to make people feel valued. Instead, they take deliberate action to create a workplace where people feel connected to their work, their colleagues, and the mission.
And at the heart of that effort? Recognition.
Why Recognition Is More Than a ‘Nice-to-Have’
Many leaders think of recognition as a bonus—something to do when they have extra time, when big milestones happen, or when performance reaches exceptional levels. But research tells a different story.
👉 Employees who regularly receive recognition are more engaged, more productive, and more likely to stay in their roles.
👉 People who don’t feel appreciated are twice as likely to leave their job within the next year.
👉 Teams with a culture of frequent recognition perform higher across the board—from innovation to customer satisfaction.
In short: Recognition isn’t just a perk—it’s fuel.
It fuels motivation. It fuels connection. It fuels a culture where people don’t just show up but show up fully invested.
From Passive to Intentional: How Leaders Can Design a Culture of Recognition
The best leaders don’t hope people feel valued. They ensure it.
Here’s how you can move from passive recognition to a truly intentional culture of appreciation:
1. Make Recognition Specific and Timely
Generic praise like “Great job!” is nice but doesn’t always land. What truly resonates is specific, timely recognition that connects effort to impact.
Instead of “Thanks for your hard work,” try:
➡️ “I noticed how you handled that tough conversation with the client today. Your ability to listen and offer a solution on the spot made a huge difference. That’s leadership in action.”
When people know exactly what they’re being recognized for, they’re more likely to repeat it.
2. Encourage Peer-to-Peer Recognition
Recognition shouldn’t be just top-down—it’s even more powerful when it comes from peers.
Create space for employees to recognize each other’s contributions. Whether it’s through a shared Slack channel, a recognition board, or a moment in team meetings, when appreciation flows across all levels, engagement soars.
3. Tie Recognition to Values
Recognition is even more impactful when it reinforces what matters most in your organization.
Example: If collaboration is a core value, call it out when recognizing someone:
➡️ “Your ability to bring different departments together on this project really embodied our value of collaboration. That kind of teamwork moves us forward.”
By linking recognition to values, you strengthen culture while appreciating individuals.
Luck Isn’t a Strategy—But Intention Is
The best workplaces don’t just happen. They are designed.
If you want a team that’s engaged, inspired, and committed, you can’t rely on luck. You have to create it.
This March, as luck-themed celebrations pop up, take a different approach. Be intentional. Make it your mission to recognize the people around you—not just for big wins, but for the everyday contributions that drive success.
Because when leaders build a culture of recognition, teams don’t just work—they thrive.
