🕒 5 min read
I opened my inbox today and saw an invite: “How to Get Recognized for Your Work.” Before I even clicked, I paused. Recognition? In my job, in day‑to‑day operations? Absolutely. Whether you’re in IT, operations, sales, marketing or engineering (and yes — if you’re a Senior IT Manager, an entrepreneur, a content creator like you), being recognized is more than just a nice “thank you” moment. It’s a strategic move.
https://www.linkedin.com/events/7393692685867532289/
Why recognition matters in everyday operations
Recognition doesn’t just feel good — it drives results. Studies show that employees who feel their work is valued and recognized are significantly more engaged, productive, and loyal. For example, research by Gallup highlights that recognition motivates, gives a sense of accomplishment, and strengthens retention (Gallup). A field experiment found that unannounced public recognition increased subsequent performance — even among those who didn’t receive it directly (Duke University). Another study shows recognition significantly boosts engagement when fairness and involvement are present (NIH PMC).
In short: you want recognition not only because you feel good, but because your team, your department, your organization runs better when people feel seen.
Build your quarterly summary: your mini‑report card
One of the ideas you flagged (and wisely so) is: a quarterly summary of tasks, projects or missions completed. Think of this as your personal scoreboard and news bulletin rolled into one.
- What was the mission? (e.g., “Reduce average server‑incident resolution time by 40%”)
- What did you do? (Describe your role, actions, strategy)
- What was the outcome? (Numbers. Metrics. Savings. Uptime improvements. Customer satisfaction?)
- What is the “after” – how things changed? (Operations optimized, costs down, production up)
Why this format works
Because to get recognized, you must move from “I did something” to “Here’s how the business improved because I did it.” Recognition isn’t about bragging — it’s about storytelling backed by evidence. When you tie your work to operational outcomes (efficiency, cost savings, speed, quality), you translate your efforts into value. And value gets noticed.
Mini press‑release: announcing your work internally
Think of yourself as your own internal PR officer. At the end of each quarter (or major milestone), issue a mini press‑release within your department. Use a template like:
Headline: “Team X achieves Y improvement under Myrin’s leadership”
Sub‑header: “Resolution time cut by 40%, cost savings of $ₓ, customer satisfaction up 15%.”
Body: Brief context, actions taken, results achieved, what’s next.
Quote: “I’m proud of what the team delivered and excited for our next phase…”
Call‑out for next steps / cross‑team collaboration
By framing your deliverables in this format you’re signalling: “Here’s something noteworthy. Here’s proof. Here’s why it matters.”
Timeline: before → action → after
Timelines speak loudly. Here’s a simple illustration you can embed (or present visually in your internal dashboard or blog):
Before (Q1)
- Avg incident resolution time: 55 minutes
- Production defect rate: 4.2%
- Cost of recurring downtime: $75k/quarter
Action (Q2)
- Introduced automated monitoring and alerting
- Rolled out training for level‑1 responders
- Established weekly Kaizen review of recurring incidents
After (Q3)
- Avg incident resolution time: 33 minutes (‑40%)
- Production defect rate: 2.5%
- Estimated avoided downtime cost: $120k for the quarter
By showing “before → action → after,” you make clear the causal chain: your efforts lead to business improvement. That’s acknowledgment gold.
Tips for making recognition stick
- Make it visible: Share your summary or mini press‑release via internal newsletter, intranet post, team meeting slide.
- Link to company goals: Show how your work aligns with strategic objectives (e.g., “One of our top priorities is reducing cost. Here’s how I contributed.”)
- Quantify results: Metrics matter. Use numbers when possible.
- Celebrate the team, not just you: Recognition works best when you highlight collaborators — it builds goodwill and reinforces your leadership.
- Schedule the acknowledgment: Don’t wait until annual reviews. Recognize achievements quarterly (or more frequently) if possible.
- Ask for feedback: Use your summary as a conversation starter with your manager.
- Build your internal network: Recognition often spreads via peers. Cheer your colleagues, attend cross‑functional meetings, make sure your name shows up in the right circles.
Final word
If you’re reading this as someone who wants to be seen, heard and valued in their organization — you’re on the right path. Recognition isn’t about self‑promotion in a hollow sense; it’s about consciously crafting visibility, aligning your work to value‑creation, and communicating it clearly. When you act like your own internal PR person, you stop waiting for recognition — you help make it inevitable.
Go ahead: draft your quarterly summary. Build your mini press‑release. Show the timeline. And let your work speak and be heard.
Source Citations
- Gallup. “Employee Recognition: Low Cost, High Impact.” Retrieved from Gallup.com.
- Duke University Study on Public Recognition Effects, Dandan Zhang et al. Retrieved from people.duke.edu.
- NIH PMC. “Impact of Recognition on Employee Engagement.” Retrieved from pmc.ncbi.nlm.nih.gov.
