By Samantha Borsari
Think back to the last time you truly thanked someone on your team. I don’t mean saying something like “Hey! Thanks for your work today” or “Great job on that project!” No. I mean you truly spent a moment to mention the person by name, acknowledge what they did, and explain why it mattered.
Maybe it’s been a while. And who could blame you? We are all running a million miles a minute, battling fires left and right, just trying to stay afloat. Things like this can easily get pushed to the back burner.
But what if I told you that these personal acknowledgments could play an important role in engaging and motivating your Gen Z workforce? Many Gen Z’s are looking for their employers to go beyond a simple “thanks.” They want personalized recognition that is timely and genuine and makes them feel valued and heard. A templated “thank you” email or a generic gift may fall flat if it doesn’t acknowledge the person’s actual contribution. Without that personal connection, recognition can feel performative and even demotivating.
Let’s dig deeper into the WHY behind this.
For many Gen Z employees, they don’t want to feel like just a “number” or part of the machine. If they are dedicating their time and committing to an organization, they want to be seen as individuals and have their individual contributions appreciated. A passing “thanks,” or no acknowledgment at all, might leave them wondering, “Do they really value my hard work? Am I being seen at all?” Taking a moment to recognize their specific contribution can help answer those questions.
Timing is also a factor. This generation grew up with instant gratification. Think instant messaging, Instagram and Facebook likes, and immediate search results. With that as the backdrop, waiting months for recognition may feel foreign compared to what they’re used to. Recognizing good work as it happens gives Gen Z workers a clearer sense of how they’re doing, rather than leaving them waiting for an annual performance review (which they already see as archaic).
Lastly, Gen Z workers may also be facing head trash. Hearing negative stereotypes about their generation in the workforce can be defeating and, quite frankly, isolating. Personalized recognition can help reassure them that their employers see their hard work and want them in the organization. It helps them understand, “Hey! I am doing a good job, my team sees this, and I am valued.” It helps build their confidence.
So, what does this look like in practice? Here are a few things to consider when recognizing your Gen Z employees:
- Make it Personalized – Be specific. Go deeper than “good job” by mentioning what they did well and why it mattered. For employees who are motivated by purpose, connecting their accomplishment to a bigger goal can help them see how their work contributes to the company’s success.
- Be Timely – Give recognition while the work is still fresh. If someone does something well, tell them soon after it happens. This helps connect the recognition to the work itself and reinforces what they should keep doing. Gen Z appreciates real-time feedback, and this is no different.
- Be Authentic – Be genuine. Gen Z employees don’t need constant, around-the-clock praise. What matters is that the recognition you give is sincere and meaningful. Say what you actually appreciated rather than offering praise just to check a box.
- Tie it Back to Career Progression – For Gen Z employees who value growth and career progression, recognition can go beyond words. Consider connecting a job well done to a relevant training opportunity or professional certification.
- Consider the Individual – You might be asking , “Does it matter whether recognition is given privately or in front of peers?” This depends on the individual. Some might appreciate a team shout-out, while others would prefer a private conversation.
These practices can benefit employees of any age, but for your Gen Z employees, they can be a simple way to build engagement and motivation while showing that you see the person behind the work.
It is not about the physical award you give or a repetitive “good work today.” It is about spending a moment to give credit where it’s due and explain why someone’s contribution mattered. Authenticity and genuine appreciation can go a long way, especially with this generation of employees.