From Roundtable to Real Change: Practical Recognition That Drives Results

Insights from CultureID’s Executive Leadership Roundtable | October 2, 2025

At our most recent Executive Roundtable, CultureID brought together leaders across industries to explore one question in depth: How can recognition move beyond good intentions and become a daily, high-impact leadership practice?

Led by Don Rheem, Founder and Chairman of CultureID, this interactive session didn’t stop at theory. It was about unlocking recognition as a science-backed leadership tool. One that works in fast-paced, real-world environments where burnout is high, bandwidth is low, and retention is top of mind.

The Brain’s Response to Being Seen

One of the most powerful insights from the discussion centered on neuroscience. When employees feel genuinely recognized, the brain releases two important neurochemicals: dopamine, which drives motivation and focus, and oxytocin, which strengthens trust and human connection.

As one participant noted, “This isn’t just a nice-to-have.” These chemicals actively reinforce the behaviors organizations want more of: innovation, collaboration, initiative, and resilience. Attendees were reminded that when recognition is done well, it boosts performance and it helps build the emotional safety teams need to thrive.

When Recognition Falls Flat

Much of the group discussion focused on common misfires. Many leaders are offering praise, yet employees still report feeling unseen or undervalued. Why? Several patterns emerged:

• Recognition that is too vague or delayed

• Public praise that feels uncomfortable or performative

• A focus solely on outcomes, ignoring the effort behind them

• Infrequent acknowledgment that doesn’t build consistency

It became clear in the room that well-meaning leaders can unintentionally create a culture where recognition feels like a checkbox, rather than a meaningful act.

A Framework to Keep It Real

To help leaders break out of that trap, Don introduced the S.E.E. Method, a simple yet powerful model designed to make recognition more impactful and authentic:

• Specific: Describe exactly what was done

• Emotionally Intelligent: Acknowledge how it impacted others

• Empathetic: Express what the moment meant to you as a leader

This approach, rooted in both relational psychology and brain science, helps recognition land with real weight. Many leaders in the session found it useful for coaching, 1:1 conversations, and even quick, informal team interactions.

Recognition That Builds Purpose

One metaphor shared during the roundtable resonated deeply: the difference between a bricklayer seeing their job as simply laying bricks versus seeing themselves building a cathedral. It illustrated how employees interpret their roles, and how recognition can help shift that perception from task-focused to purpose-driven.

When leaders connect daily work to a larger vision and regularly acknowledge the person behind the task, they help team members feel they’re part of something more meaningful. This shift in perspective fuels deeper engagement and pride.

Making It a Habit (Not a Program)

A major theme from participants was that recognition often falls through the cracks during busy weeks. But as one leader put it, “You don’t necessarily have to do something new, you can just become more intentional with what we’re already doing.”

Several practical ideas emerged:

• Use a journal to track team wins and follow up with notes of appreciation

• Set aside 2–3 minutes in team meetings for peer shoutouts

• Build quick one-on-one recognition into regular check-ins

• Create small, rotating symbols of appreciation to keep momentum going

One manager described their first time giving direct recognition to an employee as “a little awkward.” But the employee’s reaction of surprise, gratitude, and a deeper conversation made it clear that the moment mattered.

That instinct to repeat the experience? That’s dopamine reinforcement at work.

Don’t Overlook Frontline and Deskless Teams

The conversation also emphasized how critical recognition is for employees who aren’t in front of screens all day. These team members often miss out on digital tools or all-hands meetings, and as a result, they may feel less visible.

Simple, personal actions stood out as powerful: quick huddles, hallway acknowledgments, or even a passing “thank you” that’s genuine and in the moment. What matters most is presence and consistency.

When recognition is culturally aware, delivered in real time, and grounded in individual relationships, it has the power to build trust even in high-pressure roles.

Final Reflection: The Cost of Neglect

One key insight that emerged during the roundtable: when employees don’t feel recognized, they begin to equate value with compensation. This leads to higher wage pressure, disengagement, and eventually turnover, which are all signs of a recognition-poor culture.

Recognition done right eases those pressures by meeting a deeper human need: to be seen, to be valued, and to know that what you do matters.

Takeaway for Leaders

The leaders who joined this roundtable left with a shared understanding: Recognition is a strategic advantage rooted in science.

When woven into daily leadership rhythms, it improves performance, strengthens connection, and shapes a more resilient culture.

If you're ready to help your team move from “simply laying bricks” to “building cathedrals”, consider joining a future roundtable or exploring CultureID’s recognition tools. You’ll gain insights, and, even more valuable, you’ll leave with a path forward.