Recognition is a very powerful tool in the workplace and at home. When done sincerely, it boosts morale, reinforces positive behaviors, and drives outstanding, sustainable results. In an earlier blog “Creating Safety Engagement” I shared our prove system of accountability Define-🡪 Measure 🡪 Reward

When you hear the word “Reward”, you may think of money. Meriam-Webster defines Reward as “A stimulus that is given and serves to reinforce a desired response.” Nothing about money here. I have been inside many companies that have safety incentive programs and use money as the reward, with lack luster results, unintended consequences, and frustration at the senior leadership level.

OSHA’s stance on incentive programs is well known by safety professionals, but worth repeating here as I continue to meet leadership that lacks this knowledge. According to OSHA, “employers must not use incentive programs in a way that penalizes workers from reporting work-related injuries or illnesses.”

Many companies have moved from paying cash for zero accidents to paying cash for leading indicators (i.e. reporting hazards, conducting inspections, attending training, etc.). As we have had open and honest conversations with many employees, we have learned they are performing out of fear of losing the cash reward, focusing on compliance over proactive engagement, and viewing safety as a payout rather than a shared responsibility. True safety excellence is achieved when employees are motivated to protect themselves and their teammates, instead of external cash rewards.

So let’s move back to “Recognition”. A simple definition for Recognition is “the act of a person showing admiration and respect for another person’s achievements”. I want you to think of company recognition as a gesture of saying thank you when people work safely.

Recognition comes in many forms. What has proven most effective in creating repeatable safe work behaviors and good habits are low cost, intangible recognition that are delivered Soon, Certain, Positive (i.e. Immediate Verbal Thank You for specific safe work behavior, seeing your performance ranking in a daily scorecard, handwritten thank you notes, company logo swag items, gift card for meals). Now wait, you might be thinking, isn’t a gift card money? The answer is that depends.

Yes, if the gift card is a generic Visa/Master card, gasoline card. The person will swipe without thinking. The answer is No if the gift card creates an experience – restaurant gift card, used for dinner with the family. When the bill comes, and the employee hands the server a gift card there is a good chance a family member will ask where did you get that from? If the employee earned it for safe work critical behaviors, pre-task planning, or other critical functions that story will be shared with the family. If the dinner was good a family member is sure to say, “please work safely again mom/dad, as I want to go out to dinner again”. Recognition that creates experiences is the best to shape desirable behaviors.

To achieve Highly Effective Recognition, you need to ensure that the recognition is aligned to the critical behaviors, those that are most important for people to return home to their families every day. How do you choose the right recognition approach for your team? Start by considering your organization’s values. Assemble a cross-sectional team of your people to determine what are the best options of recognition in our culture. Focus the recognition on a small set of critical behaviors.

Offering options of recognition is a best practice, as the power of choice makes a huge difference. Authenticity matters. When employees know their efforts are truly noticed, consistently, they are more likely to stay engaged and motivated. This is how we have achieved 95% or higher sustainable safety engagement in many organizations.

By choosing meaningful, tailored recognition, you will create a workplace where people feel appreciated and valued. This is a critical factor in building a thriving productive culture. Recognition isn’t just a gesture; it is a strategy for long term success.

Write a Personal Thank You Note – Write what specifically you saw the person do safe and let them know how much you appreciate them doing so.
Learn What Motivates Your Team – Meet with a cross-sectional team of your people and ask them what people would appreciate as a thank you for working safely. Let them know that cash is not an option and explain why.
Create Regular and Consistent Recognition – make sure you have a scoreboard that is updated at least weekly. Celebrate and recognize the best performers at least monthly and stay consistent

Next Week, We Will Explore:

Leadership Development:  Coaching the Coaches

1. Discover key insights on how to shift the mindset of managers to become better leaders 
2. Explore the traits of great coaches and how they are best applied in safety 
3. Learn the key fundamentals of becoming a great coach

In 1995, my wife and I packed up and moved west in pursuit of opportunity and the dream of building a future for our family. Today, 29 years later, our twins—our greatest pride—are beginning their own journeys at rival colleges in Arizona. They are my “Why,” the driving force behind everything I do, including my passion for workplace safety and accountability.

Over the past 30 years, I’ve worked across multiple industries as a Certified Safety Professional (CSP), leading efforts to create safer, more accountable work environments. From commercial insurance companies to some of the largest construction firms in the country, I’ve seen how accountability—or the lack of it—can make or break an organization. In 2012, my partners and I founded a safety consulting firm, built from scratch, with a shared mission to improve workplace safety.

Through it all, one thing has remained clear: a culture of accountability is the bedrock of highly successful businesses. But it’s not just about policies and procedures—it’s about engaging and empowering people to take ownership of their work and safety. It’s about showing that you genuinely care about your people. In this blog series, I’ll explore how leaders can foster this culture and, in turn, create engaged, safer, and more resilient organizations.

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