Recognition Isn’t a Perk — It’s a Power Move
- Precious Monet
- Oct 27
- 2 min read
Let’s be real — in hospitality, people are your business. And if your people feel unseen, unappreciated, and overworked… that shows up fast in your service, your guest reviews, and your turnover. Recognition isn’t fluff. It’s a strategy. It’s how you keep your best people and your culture from slipping through the cracks.
Recognition = Retention
Here’s the thing: when people feel valued, they show up differently.
Morale goes up.
Turnover goes down.
Service quality gets sharper.
Guests can feel the difference.
This isn’t about handing out gold stars. It’s about building a leadership culture that sees, values, and amplifies people.
The Receipts Don’t Lie
Frequent recognition = 31% boost in productivity.
Recognition leads to a 41% jump in engagement.
Engaged teams deliver 21% higher profitability.
In other words, what you don’t acknowledge, you eventually lose.
Why Leaders Drop the Ball
Most managers get tunnel vision during peak season — schedules, check-ins, endless fires to put out. Recognition slips off the list because it doesn’t “feel urgent.” But here’s the truth: recognition is what keeps people in the game when the pressure’s high.
How to Make Recognition Hit
Recognition isn’t about grand gestures. It’s about being intentional and consistent:
Say it out loud — shout someone out in pre-shift huddles.
Say it directly — “I saw that. It mattered.”
Show it — a quick gesture of appreciation goes further than you think.
Make it cultural — build peer-to-peer recognition into daily rhythm.
Real Talk from the Field
One hotel chain we worked with started a simple “Daily Recognition Huddle.”
No budget. No gimmicks. Just calling out people doing great work.
In 90 days:
Turnover dropped 19%
Engagement scores jumped
Guest satisfaction followed
They didn’t spend a dime. They paid attention.
The Bottom Line
Recognition isn’t soft. It’s a power play. It builds loyalty. It fuels culture. It drives results.
Your people don’t just work for a paycheck — they work for purpose, respect, and to be seen. And when you lead like that, you don’t just keep employees. You keep excellence.
Your Next Step
If your team is running on fumes, start here. Book a consultation with BHS Consulting Firm — and let’s build leadership habits that actually move the needle.
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