Running a business comes with its fair share of headaches: unclear roles, clunky processes, managers feeling lost, staff disengagement. One thing I see over and over again is that recognition and appreciation are missing or misfiring, and teams notice.
There is a misconception about what these words mean, so it is important to start there to have the right understanding.
Recognition vs. Appreciation: What’s the Difference?
These two often get tossed together, but they aren’t the same thing.
- Recognition: This is about acknowledging achievements, results, and successes. Think of someone hitting their sales goal, leading an important project, or suggesting an improvement that saves time and money. Recognition is often public, sometimes formal, and it shines a spotlight on performance.
- Appreciation: This goes deeper. Appreciation is about valuing a person for who they are and what they contribute simply by being themselves—not just because they hit a target or stuck to a budget. Appreciation is the “thank you for being a calm presence in stressful meetings,” or “I really admire your curiosity and drive.”
Both of these matter in a healthy, happy team—but they land differently, and people notice if either one is missing.
Why “How?” Beats “How Often?”
A lot of business owners and managers come to me worrying about how frequently they’re supposed to hand out recognition. Should they have a weekly shoutout? A monthly award? And those aren’t bad questions. But the more powerful question is: How does this person want to be recognized or appreciated?
Not everyone enjoys a big announcement in a team meeting. Some crave public celebration, others dread the spotlight and prefer a private note. Maybe someone feels valued when you trust them with bigger responsibilities, while someone else lights up when you simply say “I notice your hard work.”
If you’re only focused on “how often” but never ask “how,” your efforts can fall flat—even if you’re doing it regularly.
How to Get It Right (Without Guessing)
- Just ask. Next time you’re having a one-on-one, try asking: “How do you most like to be recognized for what you do?” or “Is there a way you prefer to receive appreciation?”
- Pay attention. Listen to what people talk about when they mention feeling proud, or disappointed. That’s usually a clue.
- Mix it up. See what works for each person. It might be handwritten notes for one, more responsibility for another, or the occasional team lunch for everyone.
- Don’t force it. Some people are private, and that’s okay. Respect their preferences—forced recognition can feel fake and do more harm than good.
The Real Benefit
When you get both recognition and appreciation right—and make room for people to guide you in what matters to them—you’ll notice something. Pain points start to fade.Staff feel seen, roles get clearer, management feels more confident, and processes run smoother. The whole business starts to feel lighter.
Take Action: Try This Today
- Ask at least one team member how they like to be recognized or appreciated.
- When you do recognize or appreciate someone, make it genuine and personal—not just a checkbox on your to-do list.
Then I’d love to know how it went. Shoot me a message and let me know.
Ways to Work Together
If you are feeling trapped in your business and not experiencing the freedom you want, here are the three ways we can work together.
Accelerate is a 3-month mastermind designed to help you break through business roadblocks and create lasting change. For $1500, you’ll get a 1-hour deep dive with Stephanie, weekly mastermind coaching, fast email support, and exclusive access to all German Business Consulting resources. Stop feeling stuck, isolated, or overwhelmed—Accelerate gives you the support and clarity you need to move forward. Set yourself up for success and build a business you love.
Clarity Call: Ready to build a business that gives you true freedom? I create custom solutions tailored to your industry, goals, and vision of success—so you can love your business again. Click above to schedule a call to clarify your goals, tackle roadblocks, and see how we can work together.
Business Roadmap: This is for business owners who want clear, actionable next steps—not another generic course. Get a plan tailored to your business, clarity on what matters, and the resources to move forward. Walk away knowing exactly what to do—and what to ignore—so you can save time, money, and avoid years of frustration.
A fourth way, and I know I only said three, but sometimes I can’t help myself. If you are feeling stuck and are in need of resources, reach out. I am happy to point you in the right direction and even provide an asset of my own to help you move forward.
Stephanie German is a business strategist, adjunct professor, and speaker. She holds a master’s degree in organizational leadership and loves giving back to her community in a variety of ways. When she’s not coaching clients or writing about leadership, Stephanie is usually headed to the mountains or the beach with her family, drinking savory wine, or working on the latest project with her husband. Stephanie’s greatest desires are to raise up the next generation of leaders while raising her own children to be strong, independent, and brave. She lives in Fresno, California with her husband Blake and her three spunky daughters, Cara, Kinsey, and Peyton. She is the best-selling author of So Your Boss Can’t Lead?