The Dark Side of Recognition: When Praise Backfires

Recognition is supposed to be a motivator, but done the wrong way, it can have the opposite effect. Leaders often assume that the more they praise their team, the more engaged and motivated employees will be. But not all praise is created equal, and if it’s not handled carefully, recognition can create resentment, disengagement, or even competition.

When Recognition Goes Wrong

1. Overpraising the Same People

If a leader continually highlights the same few high performers, it can make the rest of the team feel invisible. While top performers should be acknowledged, others need to be recognized for their efforts as well.

2. Generic or Meaningless Praise

A simple “Great job!” doesn’t carry much weight if it’s not tied to something specific. Employees want to know what they did well so they can continue improving.

3. Recognition Without Real Opportunities

Telling employees they’re doing great but not giving them new challenges or responsibilities leads to frustration. People want more than just words—they want growth.

How to Make Recognition Meaningful

1. Be Specific

Instead of saying, “You did great,” say, “Your attention to detail in that client presentation helped us land the account.” Specific praise reinforces behaviors worth repeating.

2. Balance Individual and Team Recognition

While individual accomplishments matter, team successes should also be celebrated. If employees feel like they’re competing for recognition, collaboration can suffer.

3. Tailor Recognition to the Person

Some employees love public praise, while others prefer private acknowledgment. Pay attention to what makes recognition meaningful for each person.

Recognition should lift the whole team, not just a select few. When done right, it fuels motivation, engagement, and long-term success.

Dr. Merrylue Martin is President and Founder of the Job Joy Group, and best-selling author of the Big Quit Survival Guide and the newly published The ABC’s of Genius Leadership.