Recognize employee behaviors you can point to: sharing information, helping a teammate, raising a risk, or applying feedback. Specific praise makes clear what the person did, who benefited, and why it mattered. The eleven examples below are a practical framework—not a ranking or a universal checklist. Choose the behaviors that fit the work and your organization’s values, and recognize contributions rather than visibility or popularity.
11 employee behaviors worthy of recognition
SHRM’s recognition survey report found that 18% of 882 employed full-time or part-time respondents said their organization recognized specific behaviors, such as those consistent with company values. The report’s publication date is not established, so this figure should not be read as a measure of current workplace practice. Its categories, alongside workplace guidance, inform the examples below; the eleven-item framework itself is an editorial synthesis.
1. Collaborating reliably
Look for someone who shares relevant information, coordinates a handoff, or contributes steadily to a shared task. Teammates benefit from fewer surprises and smoother work. Recognize the action and its effect, rather than praising someone merely for being “a team player.”
2. Helping across teams
Notice when an employee responds to another team’s request, explains a process, or makes a cross-functional handoff easier. The colleague receiving support benefits directly, while both teams may avoid delays or duplicated effort. Name the help and what it enabled.
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- Meaningful Recognition: 6-set Employee series includes 6 16oz glass cups, 6 Inspirational notebooks, & 6 Inspirational pens, all featuring 6 different motivational quotes. Also includes 6 Positive crochet companions, 6 straws & 6 brushes in 6 Gift bag with window. these Bulk thank you gifts are a wonderful Welcome to the team or New employee welcome gesture for any Office or School,administrative professional day gifts
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3. Acting with integrity
Recognize honest reporting, careful handling of confidential information, and respectful choices when a situation is difficult. Colleagues, customers, and the organization benefit from trust and sound judgment. Praise the specific decision without disclosing private details that should remain confidential.
4. Serving customers thoughtfully
Look for an employee who listens to a customer’s concern, follows through, or works constructively toward a resolution. The customer benefits from attentive service; the team benefits when the employee communicates what needs to happen next. Recognize the behavior, not just a favorable outcome that may depend on factors outside the employee’s control.
Rank #2
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5. Taking initiative
Notice when someone spots a need and takes responsible action beyond the minimum assigned task—for example, flagging a looming issue or preparing information a teammate will need. The people relying on that work benefit from timely help. Acknowledge initiative while being clear about appropriate authority and boundaries.
6. Solving problems constructively
Recognize employees who identify a barrier, suggest a workable response, and involve the right people. The team benefits from progress that does not ignore relevant expertise or risks. Praise the useful steps taken, even when the first proposed solution needs adjustment.
Rank #3
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7. Offering useful ideas
Look for suggestions that others can evaluate and apply, as well as knowledge shared in a way that helps colleagues do their work. The wider team benefits when useful learning does not remain with one person. SHRM’s recognition survey report found that 22% of respondents said their organization recognized suggestions or ideas that were implemented; the report’s publication date is not established, so this is not a current prevalence estimate.
8. Working safely and dependably
Recognize someone who follows safety expectations, communicates a hazard, or delivers on commitments while keeping others informed about changes. Coworkers benefit from safer work and greater predictability. In the same SHRM survey report, 25% said their organization recognized safety; its date is not established.
Rank #4
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9. Supporting colleagues
Notice mentoring, welcoming a new employee, teaching a process, or stepping in to help a colleague succeed. The recipient benefits directly, and the team gains shared capability. Give credit for the support without turning one person into the default source of unpaid extra labor.
10. Learning and improving
Recognize someone who seeks feedback, builds a skill, or applies a lesson to later work. The employee benefits through development, and teammates may benefit from better-informed work or shared learning. Praise the effort to learn and the way it was put into practice, not an assumption that improvement is effortless.
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11. Contributing to meaningful results
Look for sustained effort and sound judgment that help a team reach an outcome. Recognize the person’s contribution and how it supported the group’s work; do not give all the credit to the most visible person or treat results alone as proof of good behavior. SHRM’s recognition survey report found that 46% of respondents said their organization recognized individual job performance, 38% said it recognized going above and beyond, and 29% said it recognized team or work-unit performance. The report’s publication date is not established.
Independent reader supportYour contribution helps us test, update, and keep practical guides available for everyone.How to recognize a behavior fairly and meaningfully
- Describe what you observed. Name the action rather than using a vague label such as “great attitude.”
- Explain who benefited and how. Connect the action to a colleague, customer, team, or shared goal without claiming an effect you cannot support.
- Link it to a relevant value. Explain why the behavior matters to the team or organization, rather than invoking values as a generic compliment.
- Make the acknowledgment timely and specific. Recognition is more useful when the employee can connect it to the contribution.
- Ask about the preferred setting when practical. Some people appreciate public acknowledgment; others prefer a private thank-you.
- Notice whose work is easy to miss. Consider behind-the-scenes support, reliable handoffs, and team contributions, not just visible wins or high-profile assignments.
For example: “You shared the updated process with the other team before the handoff. That helped them start without waiting on us, and it reflects the way we aim to work across teams.” This wording points to an observable action and its practical effect without relying on a personality judgment.
What recognition can—and cannot—fix
SHRM’s 2025 State of the Workplace report says 34% of U.S. workers reported a lack of recognition for their contributions in 2024. In the same report, 25% cited insufficient collaboration or support within teams and 15% cited unfair performance evaluations. These are reported worker experiences, not evidence that any one condition caused another. The report also identifies cohesive teams, purpose, fair treatment, and recognition as features associated with a positive employee experience.
Recognition belongs alongside fair compensation, useful feedback, and a healthy workplace; it does not replace them. SHRM’s guidance describes recognition as part of the broader culture and conditions in which it is applied. A program, award, or gift cannot make unfair treatment or poor management acceptable.
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