Hi Reader,

"We have an employee recognition program, but our Gen Z employees don't seem motivated by it."

This came from an HR director whose company spent thousands on recognition initiatives that weren't working.

Their program included:

• Employee of the month awards
• Years of service celebrations
• Company-wide achievement announcements
• Gift cards and branded merchandise

All the traditional stuff. None of it resonating.

The Recognition Revolution

Here's what I've learned from studying Gen Z workplace motivation: They don't want recognition – they want impact visibility.

There's a crucial difference.

Traditional Recognition: "Sarah is our employee of the month for her hard work and dedication."

Impact Visibility: "Sarah's new onboarding process reduced new hire time-to-productivity by 40%, which means new team members are contributing faster and feeling more confident in their roles."

See the difference? One celebrates effort, the other celebrates outcomes.

Why Traditional Recognition Fails Gen Z

Gen Z employees find traditional recognition:

• Generic (could apply to anyone)
• Hierarchical (manager-decided, not peer-recognized)
• Disconnected (doesn't show real impact)
• Performative (feels like corporate theater)

What They Actually Value

Research from Bonusly shows Gen Z employees prefer recognition that:

✅ Shows specific impact ("Your work resulted in...")

✅ Comes from peers (not just managers)

✅ Builds their reputation (enhances their professional brand)

✅ Connects to growth (develops their expertise)

The Framework That Works

Instead of generic praise, use the Impact Recognition Formula:

What they did + How it helped + Why it matters + What's next

Example: "Alex, your customer feedback analysis identified three key pain points that led to a 23% increase in satisfaction scores. This directly contributes to our retention goals and shows your ability to turn data into actionable insights. I'd love to have you present this methodology to the leadership team next month."

The Peer Recognition Game-Changer

Gen Z values peer recognition more than manager recognition. They grew up in social environments where peer validation was everything.

Smart companies are implementing:

• Peer nomination systems (colleagues recognize each other)
• Skill-based shoutouts ("Thanks for teaching me...")
• Impact sharing sessions (team members present wins)
• Cross-departmental recognition (breaking down silos)

The Social Media Effect

Gen Z employees love recognition that's shareable. They want achievements they can post on LinkedIn, mention in interviews, and add to their professional story.

Ask yourself: Is your recognition LinkedIn-worthy?

Your Recognition Upgrade

This week, try recognizing one Gen Z employee using this format:

1. Be specific about what they accomplished
2. Quantify the impact when possible
3. Connect it to bigger picture outcomes
4. Highlight the skills they demonstrated
5. Make it shareable (LinkedIn-appropriate)

The Compound Effect

When you recognize Gen Z employees for impact rather than effort, something powerful happens: they start thinking strategically about their contributions. They begin asking "How can I create measurable value?" instead of "How can I look busy?"

The Future of Recognition

Companies that master impact-based recognition will attract the best Gen Z talent because they're offering what this generation values most: proof that their work matters.

October Preview

Next month, we're diving deep into the future – starting with the skills Gen Z needs to develop now to stay relevant in an AI-driven workplace.

Keep recognizing,

Dr. Colleen

P.S. October brings big news. The comprehensive Gen Z Management Survival Guide I've been developing is launching with everything you need to transform your leadership approach. Early access details coming October 1st...