Why Recognition and Feedback Are Non-Negotiable for High-Performing Teams

If there's one thing I've learned over the years, it's that if you want better performance, you've got to start with better feedback and recognition.

Sounds simple enough, right? Yet I still see so many companies treating it like an afterthought, a "nice to have" instead of something that should sit right at the heart of leadership.

If you've ever seen an engagement survey, you'll recognise the question:

"Do you receive sufficient feedback and recognition from your manager?"

It's a common one. Trust me; how people answer it reveals way more than just how happy they are at work.

It tells you about their confidence, their level of engagement, and whether they're quietly polishing up their resume without you knowing.

How people answer it tells you a lot about what's really going on beneath the surface — about their confidence, their engagement, and their likelihood of sticking around.

Here's the truth as I see it: feedback and recognition aren't just about making people feel good. They're how you build trust, fuel growth, and drive real performance.

Without them? You get confusion. Disengagement. Quiet quitting. And a revolving door of talent.

It's Not Just About Giving Recognition. It's About Giving the Right Recognition

One thing I always share with leaders is that recognition only works when it's honest, authentic, and personal.

According to Gallup research, the most effective recognition isn't about grand gestures or flashy awards. In fact, some of the most meaningful recognition moments are simple, low-cost actions, like a handwritten note, a thoughtful email, or a quick thank-you said at the right time.

What's important is that it feels real to the person receiving it.

And it needs to come from someone whose opinion actually matters to them, whether that's their manager, a peer they respect, or a senior leader they admire.

Recognition and Feedback Build Trust — Not Just Friendships

There's a mistake I see a lot of managers make thinking that to build strong relationships, they need to "be friends" with their team outside of work. But in my experience, real trust isn't built over beers on a Friday or birthday lunches.

It's built through consistent, meaningful feedback.

It's built when you show you're paying attention, not just to mistakes, but to effort, progress, and the little wins along the way.

When I give honest feedback or real recognition, it's not about ticking a box.

It's about saying, "I see you. I value what you're doing. And I'm here to help you get even better."

That's what creates strong, resilient working relationships that can weather the tough days and still come out the other side even stronger.

Feedback Isn't Just About Praise. It's About Progress

Let me be real with you: giving feedback isn't always easy, especially when someone's struggling. But I believe feedback is one of the most powerful tools we have to help people grow (if we use it right).

When I'm coaching managers, I tell them that feedback isn't about pointing out flaws. It's about showing people the way forward.

Done well, it sets a clear path:

• Here's what good looks like.

• Here's what needs to change.

• Here's how I'll support you to get there.

Most managers don't struggle because they don't care. They struggle because they avoid hard conversations.

Make It Personal, or Don't Bother

Whenever I'm about to praise someone, I always ask myself three quick questions:

• What would be most meaningful to them?

• When and where will it have the biggest impact?

• How can I make it personal, specific, and sincere?

Remember, one-size-fits-all recognition doesn't work. If it's generic, it gets forgotten. If it's personal and heartfelt, it drives real change.

Bottom Line?

In my experience, that's the difference between a team that survives and one that thrives. If there’s one thing I’ve learned, it’s this: when feedback and recognition are authentic, they don't just make people feel good. They make people better, and they're non-negotiable for high-performing teams.

Whenever you’re ready, here’s how we can help:

Check out our Feedback Factor Program for Managers

→ It’s a simple, proven system that helps managers give better feedback, change behaviours, and unlock higher performance. Find out more by clicking here.

Or if you’d rather chat directly, feel free to reach out to me at [email protected] — I’d love to hear from you.