When pressure builds, it’s easy to look for structural fixes. But real resilience starts with something more human, feeling seen for your strengths and effort.
Recognition Isn’t Just a Feel-Good Extra
In stretched teams across the public sector - from NHS Trusts to university services and council teams, recognition can easily slide off the agenda. It’s seen as something to do when there’s time. But the truth is: when people feel unseen, disengagement sets in faster. When they feel recognised, motivation and adaptability return.
Recognition is one of the most protective factors against burnout. It supports psychological safety, encourages collaboration, and reminds people their contribution matters, especially when things are tough.
Explore further: Psychological Capital (PsyCap) research highlights four key capacities that build work resilience: hope, efficacy, resilience, and optimism. Recognition helps strengthen all four.
What Recognition Really Looks Like
It’s not about grand gestures or employee-of-the-month walls. Recognition works best when it’s:
- Personal – grounded in what the person actually brings to the team
- Specific – linked to a behaviour, strength, or moment that mattered
- Frequent – not saved for appraisals or formal reviews
Here’s what it might sound like:
“The way you brought clarity to that session really moved things forward — you’ve got a real strength in simplifying complex issues.”
“Thanks for stepping in yesterday, your calm under pressure made a big difference.”
Why It Boosts Resilience
Resilience isn’t only about endurance. It’s about recovery, being able to come back from setbacks, adapt to pressure, and stay connected to purpose.
When recognition is part of a team’s culture:
- People feel safer to contribute ideas and admit mistakes
- Strengths get reinforced and re-used, building confidence
- Teams develop a sense of shared identity, which buffers stress
Related reading: Building Team Resilience: Strategies and Benefits
Easy Ways to Build Recognition into Team Life
You don’t need a new process, just a few small, sustainable habits.
1. Name Strengths in the Moment
Catch people doing something well and say it clearly.
“You brought real structure to that messy task, your attention to detail really lifted the whole group.”
This kind of strengths-based feedback reinforces what works and helps people see themselves more positively.
More on this: How to Make Feedback Work
2. Start a ‘Wins and Thanks’ Ritual
Try adding a five-minute slot to your weekly meeting:
- “What went well this week?”
- “Who supported you in a way that mattered?”
This fosters belonging and gives quieter contributions the spotlight.
3. Use Recognition to Reflect, Not Just Reward
After a challenging project or phase, ask:
- “What strengths helped us get through that?”
- “Who brought something unique to the table?”
It reframes pressure as progress - a powerful mindset shift.
Also see: Turning Setbacks into Success: Strengths for Team Growth
How Strengthify Can Help
In our Discovery Workshops, Team Development Sessions and Leadership Programmes, we help teams see and name the strengths already around them. Why? Because strengths-based recognition builds cultures where people feel:
- Energised, not just efficient
- Seen, not just evaluated
- Resilient, not just reactive
When recognition becomes part of how your team works, not just what it celebrates, resilience follows.
Explore our approach:
Final Thought: What You Notice, Grows
In busy teams, recognition can feel like a luxury. But in reality, it’s a lifeline. It keeps people going. It strengthens trust. And it reminds everyone they matter.
If you want your team to bounce back stronger, start by helping them feel seen.
Related Strengthify Reading