6 Employee Recognition Tips to Drive Performance Excellence

Despite relying heavily on top performers, many business leaders spend far more time applauding the modest efforts of underperforming employees to motivate them to do better.

For those employees who aren’t putting in the effort, this system gives them no reason to work harder—they’re already enjoying the spoils of greatness. Meanwhile, silent animosity is brewing among those who give it their all; they may even begin doing subpar work

While it may sound like a good company culture to have a “team” approach, I often find this does more harm than good. It’s running a company like a democracy when it should be a meritocracy.
—Shannon Gabriel

Instead of praising half-hearted effort, leaders must recognize and reward their best performers to retain top-tier talent. In this recent Forbes article, Shannon Gabriel, a Forbes Human Resources Council member, shares six ways to nurture and drive performance excellence.

Frequently Asked Questions

Why is employee recognition important for driving performance excellence?

Employee recognition is important because it reinforces the behaviors that drive strong performance every day. The article explains that recognition helps employees understand what “good” looks like and signals that leadership values disciplined execution and contribution. When recognition is tied to meaningful actions and results, it strengthens engagement, accountability, and motivation across the organization.

Why do many employee recognition efforts fail to improve performance?

Many recognition efforts fail because they are inconsistent, generic, or disconnected from actual performance. The article highlights that recognition programs lose credibility when they feel automatic, infrequent, or unrelated to behaviors that matter operationally. Without clear linkage to expectations and results, recognition becomes symbolic rather than a driver of performance excellence.

How can leaders use recognition to reinforce execution and accountability?

Leaders can use recognition effectively by making it timely, specific, and aligned with desired behaviors. The article emphasizes recognizing actions that demonstrate problem‑solving, ownership, and adherence to standards—not just outcomes. When leaders consistently acknowledge the right behaviors in real time, recognition becomes a powerful management tool that reinforces execution discipline and sustains performance improvement.

Meet the Expert

Shannon Gabriel

Vice President, Leadership Solutions PracticeEmail Shannon

Shannon Gabriel is Vice President of TBM’s Leadership Solutions practice where she leads the organization’s comprehensive approach to labor strategy, change management and leadership development that impact top-line growth and improve organizational culture.