Encouraging Peer-to-Peer Recognition

Hot take: "Be grateful" is terrible advice. Not because gratitude isn't powerful (it is). But because this "advice" almost never comes with practical ways of actually doing it. We've all heard the “write 3 things down in a journal” advice, but for me it's always felt a bit forced. And besides, why would we expect one method to work for everyone? That’s why I gave myself a mission: Come up with a handful of gratitude practices that don’t involve writing in a journal (not that there's anything wrong with that). Here's what I came up with: 1. Look for glimmers Glimmers are the opposite of triggers. They're those tiny moments in your day that make you feel joy, peace, or gratitude. Once you train your brain to spot them, they start appearing everywhere. 2. Snap a joy photo Take one picture per day of something that brought you joy. A cup of coffee, a funny street sign, the way the sunlight hits your desk. Not for social media, just for you. 3. The "Tell Them" Theory (h/t Vex King) When someone does something you appreciate, actually tell them. Doesn't have to be profound. Just: "I'm glad you're in my life" or "Thanks for always making me laugh." 4. Practice future nostalgia Throughout your day, pause and ask: "Will I miss this moment someday?" Your current morning routine, the commute you complain about, even your kid's phase of asking "why?" fifty times a day. Which of these resonates with you? Let me know your favorite ways to practice gratitude.

Happy Employee Appreciation Week (EAW for short)! At Chase, we know that appreciation is more than just a yearly event—it’s a daily commitment. It means acknowledging the small, often unnoticed efforts that contribute to our success and expressing gratitude for the hard work that might not always be visible but is crucial to our achievements. In our fast-paced environment, recognition is essential. It fuels motivation, engagement, and a sense of belonging. As we kick off EAW this year, I want to highlight the importance of recognizing and valuing our incredible team members every day and share how I show appreciation – emojis and exclamation marks (and the occasional BOOM)! I love getting updates on achievements via email and use it as an opportunity to quickly thank our team and celebrate their success. Our jobs are hard! We’re breaking down big, complex challenges, at incredible scale and a positive and upbeat attitude supports and inspires people. I bring that to every interaction I have – particularly those that are in the thick of this work – as I know it inspires me when I experience the same. Here are some ways I do that: 1. Be Timely and Specific: Recognize achievements as they happen. Specific feedback is more impactful than generic praise (e.g., “You’re doing a great job” vs. sharing specifically what is great about the work that’s being done). 2. Personalize Your Approach: Understand what forms of recognition resonate with each team member. Tailor your appreciation to their preferences. Some folks prefer to be recognized privately vs. sharing praise in a big group setting and vice versa. I’ve also found some folks appreciate a written thank you more than saying it in a meeting. 3. Encourage Peer Recognition and Lead by Example: Foster a culture where colleagues appreciate and recognize each other by doing it yourself. Celebrate other peoples’ wins. Peer recognition can be incredibly powerful (and it helps boost morale and motivation, too). On that note, thank you to all my amazing Chase (and JPMorganChase) colleagues for your hard work, dedication, and passion. You inspire me every day, and I am grateful for everything you do. Let’s celebrate you this week and every week! 🎉 #EmployeeAppreciationWeek #Gratitude #Recognition

Picture walking into your favorite coffee shop, a new boutique, or a busy hotel lobby. Who welcomes you? Who keeps things running smoothly & ensures you receive excellent service? 𝗙𝗿𝗼𝗻𝘁𝗹𝗶𝗻𝗲 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲𝘀 𝗮𝗿𝗲 𝘁𝗵𝗲 𝗵𝗲𝗮𝗿𝘁𝗯𝗲𝗮𝘁 𝗼𝗳 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀𝗲𝘀, 𝘆𝗲𝘁 𝘁𝗵𝗲𝗶𝗿 𝗵𝗮𝗿𝗱 𝘄𝗼𝗿𝗸 𝗼𝗳𝘁𝗲𝗻 𝗴𝗼𝗲𝘀 𝘂𝗻𝗻𝗼𝘁𝗶𝗰𝗲𝗱. 𝗕𝘂𝘁 𝗿𝗲𝗰𝗼𝗴𝗻𝗶𝘇𝗲𝗱 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲𝘀 𝗮𝗿𝗲 𝗺𝗼𝗿𝗲 𝗲𝗻𝗴𝗮𝗴𝗲𝗱 & 𝗽𝗿𝗼𝗱𝘂𝗰𝘁𝗶𝘃𝗲. 𝗙𝘂𝗹𝗹 𝘀𝘁𝗼𝗽. The connection is undeniable. Gallup polling shows that 73% of workers are less likely to feel burned out when their employers recognize & care about them. And 26% of frontline workers say a lack of recognition negatively impacts their productivity. For businesses that depend on frontline workers, recognition isn’t just a nice-to-have - it’s a performance driver. ❌ Unfortunately, frontline workers often don’t receive the same recognition as office-based employees. ❌ With limited face-to-face time with managers & HR, their contributions can be overlooked in traditional recognition programs. ✅ Working in fast-paced, high-pressure environments, they need a recognition approach that’s immediate, relevant & impactful. Anyway, let’s get to the point. 𝟰 𝘄𝗮𝘆𝘀 𝘁𝗼 𝗺𝗮𝗸𝗲 𝗙𝗿𝗼𝗻𝘁𝗹𝗶𝗻𝗲 𝗥𝗲𝗰𝗼𝗴𝗻𝗶𝘁𝗶𝗼𝗻 𝗺𝗼𝗿𝗲 𝗺𝗲𝗮𝗻𝗶𝗻𝗴𝗳𝘂𝗹: 1️⃣ Celebrate achievements in real time  Recognition should be immediate & visible. Call it out as it happens. Practical Tip: Equip managers with a tool like Beekeeper that makes it easy to spotlight accomplishments in team chats, newsletters & company-wide announcements - all from a single mobile app embedded in the frontline worker’s flow of work. 2️⃣ Encourage peer-to-peer recognition  Create a peer recognition program where employees can nominate colleagues for going above & beyond with instant recognition posts on your Employee App. 3️⃣ Tailor rewards to individual preferences  Not all employees want the same type of recognition. While some value financial incentives, others prefer additional time off or career development opportunities. Practical Tip: Integrating Beekeeper with a rewards platform like Snappy or Bucketlist Rewards, managers can instantly deliver personalized rewards to employees, all with just a few clicks. 4️⃣ Make recognition part of everyday conversations Practical Tip: Implement monthly or quarterly recognition initiatives, such as “Frontline MVP” awards or milestone celebrations. Small, frequent acts of appreciation have even greater influence than one-time ceremonies that could feel scripted or lack authenticity. Recognition isn’t just a feel-good gesture - it’s the key to higher engagement, stronger retention, & better performance of your frontline sheroes & heroes. A culture of recognition starts today. ➡️ 𝙒𝙝𝙤 𝙖𝙧𝙚 𝙮𝙤𝙪 𝙜𝙤𝙞𝙣𝙜 𝙩𝙤 𝙧𝙚𝙘𝙤𝙜𝙣𝙞𝙯𝙚 𝙩𝙤𝙙𝙖𝙮? 🍯

How to Make Your Team Feel Truly Valued and Appreciated In today’s fast-paced world, recognizing your team’s efforts is no longer optional—it’s essential. When people feel valued, they’re more engaged, motivated, and productive, fueling a workplace culture where everyone thrives Recognition works best when it’s specific. A vague “Good job” might feel empty, but something like, “Your detailed planning ensured the Smith project exceeded expectations,” connects their effort to real outcomes, showing them their work matters. Tie praise to results, whether it’s improved customer satisfaction, cost savings, or innovative problem-solving. Not everyone enjoys the same type of recognition. While some appreciate public shoutouts in meetings, others prefer private words of gratitude or a thoughtful note. Knowing how each team member prefers to be acknowledged ensures your appreciation feels personal and meaningful. Recognition isn’t just for leaders—encourage peers to celebrate each other, creating an environment where appreciation is a shared responsibility. Small moments of acknowledgment between team members foster camaraderie and make the workplace more inclusive. As a leader, you can set the tone by celebrating wins, big or small, and making recognition part of the daily rhythm. Timeliness and authenticity are key. Acknowledging efforts soon after they happen makes your appreciation feel genuine, and consistency builds trust over time. Even with constraints like tight budgets, small yet sincere gestures—like a team-wide email or a simple “thank you” in the moment—can have a lasting impact. Finally, keep evolving. Ask your team how they want to be recognized and adapt your approach based on their feedback. A willingness to listen and improve shows that you value not just their work, but their experiences too. When recognition is intentional and authentic, it boosts morale, builds trust, and fosters a workplace where people feel motivated and valued—a small effort with big rewards. #nyraleadershipconsulting

While the US Thanksgiving holiday does give us space to pause & reflect on what we’re thankful for, is being thankful or grateful something that may have benefits as a habit throughout the year? My answer is a resounding YES. On a personal level I found for example the discipline of keeping a gratitude journal extremely helpful when I was transitioning from my role as Managing Director in Banking to being an entrepreneur (focused on improving the wellbeing & career progression for women). It helped me silence that inner critic which kept telling me, "You’re a banker; you know nothing about how to help other women in their professional development." Writing in the gratitude journal each day made me realise that it’s not about me, but rather how can I be useful for others. Gratitude has in fact a significant positive impact on mental health, supported by various psychological studies. Here are examples of the many benefits: 1. Enhanced Well-Being: Practicing gratitude can lead to an increased sense of well-being. By acknowledging the good things in life, people often experience more positive emotions, feel more alive, sleep better, express more compassion and kindness, and even have stronger immune systems. 2. Reduction in Negative Emotions: Gratitude can reduce the frequency and duration of episodes of depression and anxiety. It helps shift attention away from toxic emotions, such as resentment and envy, by focusing more on positive experiences. 3. Resilience Building: Regularly recognizing and appreciating what is good in life helps build resilience. It enables individuals to cope more effectively with everyday stress and recover more quickly from traumatic events by fostering a positive outlook. 4. Improved Relationships: Expressing gratitude can make people more likable and improve existing relationships. It can also encourage the development of new relationships, as appreciation is often reciprocated and can foster a sense of connection and community. 5. Cognitive Reappraisal: Gratitude facilitates a positive reframing of challenging or negative situations. This cognitive reappraisal can lead to better mental health outcomes by altering one's perception and response to adversity. In essence, gratitude is a powerful tool in helping you create the right mindset for success personally & professionally (as you define it!).  If you practice gratitude on a more regular basis, I’d love to hear about your experience. And while we’re on the topic of gratitude, thank you for being part of my trusted LinkedIn Community & Happy Thanksgiving! Kathryn Pretzel-Shiels Yemi Jackson MBA, ACMA Lisa McCurdy Julie Smith #gratitude #mentalhealth #thanksgiving

Ever felt like you're stuck in a mental loop, where every day feels like a downhill battle? You're not alone. In this hustle-and-bustle world, it's easy to get caught up in a whirlwind of negative thoughts. But what if I told you there's a simple, powerful tool to break free from this cycle, a tool so potent yet so overlooked? That's right, I'm talking about gratitude. This isn't just feel-good fluff; there's solid science backing this up. Stick with me, and let's dive into why gratitude could be the ultimate game-changer, not just for your mood but for your entire professional journey. The Science of Gratitude as an Antidepressant: Neurological Impact: Gratitude activates regions in the brain associated with dopamine, the 'feel-good' neurotransmitter. A study in the 'Journal of Psychiatry and Neuroscience' highlights that this activation can create a natural high, similar to a mood-elevating drug, but without any side effects. Reduction in Stress Hormones: Research shows that practicing gratitude can lower levels of cortisol, the stress hormone, by 23%. This reduction not only combats depression but also improves overall physical health. Enhancement of Mental Resilience: A study in 'Behavior Research and Therapy' found that grateful people are less likely to suffer from PTSD and other stress-related disorders. This resilience is key in both personal and professional success. Gratitude and Professional Success: Boost in Productivity: Grateful employees are 50% more productive, as per a study by the University of Pennsylvania. This boost stems from increased energy and enthusiasm. Increased Creativity: Gratitude opens the mind to new ideas and perspectives, crucial for innovation and problem-solving in any professional setting. Tactical Advice for Cultivating a Gratitude Mindset: Start a Gratitude Journal: Daily, write down three things you're thankful for. This practice rewires your brain to focus on the positive. Express Gratitude to Others: Make it a habit to thank colleagues, friends, or family members regularly. This not only improves relationships but also reinforces your own sense of gratitude. Reflect on Challenges: Occasionally reflect on past challenges and how you've overcome them. This can foster a sense of achievement and gratitude for your growth. Volunteer or Help Others: Acts of kindness and helping those in need can amplify feelings of gratitude and contribute to a more positive outlook on life. Gratitude isn't just a warm and fuzzy concept; it's a robust, science-backed strategy for combating depression and paving the way to professional success. By shifting our focus from what we lack to what we have, we can transform our mindset, enhance our mental health, and turbocharge our careers. Remember, the most powerful tool you have is your perspective. Make it a grateful one.

Most high performers I know are gratitude deficient. They hit goals. They ship projects. They burn out quietly. Here is what shifted everything for me: I stopped treating gratitude like a vague feeling and started treating it like a workflow. From the Daily Gratitude system I use, here is the simple version you can steal: Morning Write 3 specific things you are grateful for One about your work One about a person One about your own progress Daytime Catch 1 "micro moment" and name it The warm coffee The teammate who replied fast The project that finally moved forward Evening Ask yourself: "What went better than it needed to today?" Capture it in a note or journal Send 1 short thank you message if someone helped Weekly Re-read your notes Notice the patterns Who shows up for you What energizes you Where you are quietly growing The research is wild: Grateful people report roughly 25 percent less stress, better mood, and far more resilience when things go sideways. Not because life magically gets easier But because your brain is trained to see more than what is broken. If you feel like you are always "behind" Try this first before you buy another productivity tool: Build a daily gratitude habit that fits inside 5 minutes. You will still have hard days. You will just stop facing them empty handed. If you read this far Drop 1 thing you are grateful for today in the comments Repost, like, and follow if you want more content on practical mindset habits for real humans

Ra ra doesn’t drive performance. Most leaders think they’re nailing recognition. They say: "Great job, team!" "Appreciate the hard work!" But here’s the truth: Generic praise doesn’t stick. It’s forgettable. It doesn’t motivate. And it certainly doesn’t drive performance. Why? 🚫 No specifics – People don’t know what they did well, so they can’t improve or repeat it. 🚫 It feels routine – When recognition sounds the same every time, it loses its impact. 🚫 It skips the ‘how’ – Effort, problem-solving, and resilience go unnoticed. 🚫 It’s impersonal – People feel valued when they’re seen, not when they’re lumped into a group. So, how do you fix this? ✅ Be specific and direct – Say exactly what stood out. "Your insights in that meeting helped us refine our approach - thank you for speaking up." ✅ Recognize the process, not just the results - Effort matters. Acknowledge persistence, creativity, and problem-solving, not just the final win. ✅ Make it public when possible - Celebrate people in front of their peers. It reinforces a culture of appreciation. ✅ Encourage peer recognition - Top-down praise is good, but recognition from colleagues builds stronger teams. ✅ Make it personal - Know what lights people up. Some thrive on public praise. Others prefer a private note. Know what motivates your team. Recognition isn’t about hype and cheerleading. It’s about reinforcing the behaviors and making people feel valued in a way that actually drives performance. If your praise isn’t driving behavior, it’s not recognition - it’s noise, and it’s time to rethink how you do it. #leader #team #recognition #highperformance

Most leaders talk strategy, performance, and execution. But the best leaders share one thing in common: They train their mind As seriously as they train their team. And one of the simplest tools they use? Gratitude. Not the once-a-year holiday version. The daily, disciplined, leadership version. 📊 UC Berkeley research found that just eight weeks of gratitude training strengthens the areas of the brain responsible for emotional regulation, empathy, and social awareness — the exact skills leaders need most. 🧠 And positive-psychology studies show that when people practice gratitude for 21 days, their performance rises, their stress drops, and their relationships strengthen. Great leadership isn’t about having all the answers. It’s about having the state of mind that helps you lead with clarity instead of pressure… empathy instead of reactivity… and presence instead of burnout. So here’s my challenge: **For the next 21 days, build a leadership gratitude habit. Every night, write down 3 specific things you’re grateful for — about your team, your work, or your life.** It takes less than two minutes. But it rewires how you show up for your people. If you want your team to be more connected, more resilient, and more consistent… It starts with your mindset. Comment something or someone you're grateful for. Model the kind of leadership the world needs more of.

Recognition isn’t a “kudos” or a shout-out box. It’s a trust practice. ✨ When it lands, performance and belonging follow: - 82% of employees are happier when they’re recognized. - 4 of 5 say recognition boosts engagement. - Companies with recognition programs see 31% lower turnover. - Weekly recognition = 5x more likely to stay than never recognized. (Source: Nectar research + industry benchmarks) How I coach teams to make it meaningful (not performative): -Get specific: name the behavior and the impact (customer, team, or revenue). -Understand preferences: public vs. private, written vs. verbal—ask, don’t assume. -Anchor to values: connect the moment to “how we win” here. Example: 👉 “I noticed _____. The impact was _____. This models our value of _____—thank you.” -Keep a rhythm: weekly team wins + peer-to-peer signals. Avoid trust breakers: -Generic praise with no substance. -Celebrating unsustainable heroics (boundary busters). -Public praise for someone who prefers private recognition. If you want this to live in daily workflows (not one-off moments), tools like Nectar make manager + peer recognition simple and trackable. 🙌 Check it out here: https://try.nectarhr.com/ #EmployeeRecognition #Leadership #CompanyCulture #HR