“Respect and recognition aren’t luxuries – they are necessities for a thriving workplace.”
The Work Happiness Charter
In this issue of AHNV Catherine Haskins contributed an article, “Recognition Isn’t the Trophy. It’s the Fuel.” As she was preparing the article she asked me several questions related to the Bridge Club’s ICON Award. While her questions pertained primarily to this award, her questions caused me to reflect, or re-reflect, on the importance of recognition in leadership. In my opinion, recognition is one of the most powerful and most overlooked responsibilities of leadership.
Maya Angelou summarized this point in her famous, frequently cited quote, “People will forget what you said. People will forget what you did. But people will never forget how you made them feel.” This is a worldwide truth with direct application in Veterinary medicine.
Veterinary medicine is built on people. While our mission centers on improving the lives of animals, achieving that mission depends on the engagement, well-being, and commitment of the entire team, whether it is the Veterinary healthcare team, the Veterinary academic team, the animal health industry team, or any other team. In an era marked by workforce shortages, burnout, and retention challenges, one of the most powerful leadership tools available requires no new technology and very little financial investment – meaningful recognition.
The Veterinary profession has been candid about the challenges facing its workforce. Studies have documented high rates of burnout, emotional exhaustion, compassion fatigue, and turnover across multiple sectors of Veterinary medicine. Burnout is associated with reduced job satisfaction, increased intent to leave, diminished organizational commitment, and decreased workplace performance. Importantly, many of these challenges are influenced not only by workload, but also by organizational culture and leadership practices.
Research in organizational psychology consistently identifies recognition as a key job resource that enhances engagement and buffers the effects of workplace stress. Employees who receive meaningful, timely, and authentic recognition report higher levels of engagement, stronger trust in leadership, greater organizational commitment, and lower turnover intentions. Recent longitudinal research has shown that employees who experience high-quality recognition are substantially less likely to leave their organizations and significantly less likely to be actively seeking other employment.
People don’t leave recognition behind – they leave without it.
Veterinary workforce research echoes these findings. Studies examining retention consistently identify supportive leadership, appreciation, professional recognition, opportunities for growth, and positive workplace culture as critical determinants of career satisfaction and retention. Conversely, environments where employees feel invisible or undervalued contribute to disengagement and attrition, even when compensation is competitive.
Recognition has particular importance in Veterinary medicine because so much of the profession’s most meaningful work occurs quietly: (1) a Veterinary technician who notices a subtle change in a hospitalized patient; (2) a receptionist who comforts a grieving family; (3) a faculty member who inspires a struggling student; (4) a kennel assistant who consistently ensures exceptional patient care; (5) a veterinarian who mentors a new graduate through a difficult first emergency surgery. These acts rarely make headlines, yet they define organizational excellence.
When leaders intentionally recognize these contributions, they reinforce the very behaviors that create outstanding patient care and exceptional client experiences. Recognition shapes culture by communicating, “This is what excellence looks like here.” The strongest organizations understand that culture is created through countless daily interactions between leaders and those they serve. Teams that experience appreciation from their leaders are more likely to recognize one another. Gratitude becomes part of the culture. And never forget – team members treat clients and customers as they are treated.
“People work for money but go the extra mile for recognition, praise, and rewards.”
Dale Carnegie, Leadership Training Guru
Certainly, salaries and other monetary rewards are important, and leaders should do all they can to provide these basic, tangible benefits. The reality is that budgets are not unlimited, often prohibiting leaders from offering the financial compensation they desire. While a competitive salary is important to meet basic needs, recognition is generally a more powerful driver of long-term motivation, engagement, and loyalty. Money gets employees to show up, but feeling valued and appreciated keeps them passionate. Recognition costs little but yields extraordinary results. It strengthens engagement, reinforces organizational values, supports well-being, improves retention, and reminds every member of the Veterinary team that their work has meaning. Recognition is one of the simplest, most evidence-based ways to bring out the best in others.
“Recognition is the spark that ignites the flame of inspiration in the hearts of others.”
Ava Thompson
Effective recognition does not require elaborate award programs. In fact, research suggests that recognition is most powerful when it is timely, specific, authentic, and connected to organizational values. Recognition, which is far more than saying “thank you,” communicates, “I see you. Your work matters. You made a difference. You matter.” A brief conversation after rounds, a handwritten note, public acknowledgment during a team meeting, or sharing a story of exceptional service can have lasting effects. The key is sincerity and consistency.
When Catherine Haskins asked me what I would want younger Veterinary professionals to understand about the value of being seen and celebrated for their contributions, I replied as follows,
“First, never pursue recognition. Focus on your personal pursuit of excellence punctuated with integrity. Contribute your best every day with humility and benevolence. Share freely without keeping score. There is a saying, ‘The more you give of yourself, the more you will find yourself.’ Recognition may or may not follow, but the impact you make will always matter. Additionally, never underestimate the importance of celebrating one another. We often become so focused on the work that we forget to acknowledge the people doing it. A sincere word of appreciation or professional recognition can change someone’s confidence, motivation, and even the direction of their career. Finally, understand that recognition carries responsibility. When others see you as a leader or an example, it becomes an opportunity to mentor, encourage, and open doors for those coming behind you. The greatest achievement is not simply being recognized yourself, but helping create an environment where others can succeed, flourish, and someday be celebrated as well.”
The title of this article, “Recognition is respect made visible,” strikes at the core of human motivation and healthy relationships. Effective leaders understand that success is rarely achieved alone and people make programs. They understand the potential of meaningful recognition to be a powerful catalyst for engagement and transformation. In the end, their greatest legacy is how they inspire, develop, and elevate others.
“Acknowledgment is the greatest form of currency in the realm of human connection.” Unknown