Let’s be honest—most people don’t wake up excited about a spreadsheet. Or a staff rota. Or the eleventh meeting of the week where no one makes eye contact and everyone pretends their camera is broken. But recognition? That’s different. When done well, it changes the entire atmosphere of a workplace.

Sir Clive Woodward understood this long before it became trendy to hand out novelty awards or post shout-outs on Slack. Coaching the England rugby team, he knew that peak performance wasn’t just about talent or drills. It was about energy, connection, and motivation. Recognition wasn’t an afterthought. It was baked into the culture.

Every player, whether a starter or benchwarmer, had a shot at being ‘Player of the Session.’ It wasn’t always the top scorer either. Sometimes it was the guy who kept spirits high or made a crucial decision under pressure. That mattered. Everyone knew they were seen, not just for the obvious stuff, but for the grit, the hustle, and the attitude. And guess what? It worked.

So what does that look like outside the locker room?

Let’s start with a simple truth: people want to feel appreciated. They don’t need confetti cannons and champagne breakfasts. They need to know their effort counts.

If you’re in charge of a team, try this: next time someone stays late to help out or quietly fixes a problem no one noticed, say something. Out loud. In front of people. It doesn’t have to be an Oscar speech. Just a simple, “Hey, I saw that. Thank you.”

Or take it one step further. Create your own version of ‘Player of the Session.’ Make it fun. Rotate the award weekly. Let the winner choose next week’s office snack or playlist. Call it what you like—”Legend of the Week,” “Spreadsheet Ninja,” “Customer Whisperer.”

These moments do more than boost morale. They set a tone. Recognition tells your team what matters. If you celebrate creativity, they’ll bring more ideas. If you reward teamwork, they’ll support each other more. People pay attention to what gets praised.

And it doesn’t always have to come from you. Peer recognition is just as powerful. Try a board (digital or physical) where team members can post shout-outs. Or carve out two minutes in your weekly meeting for people to give thanks. You’ll be surprised at what they notice in each other.

Of course, it’s not just about pats on the back. Recognition builds trust. It shows that effort won’t go unseen. That matters when you’re asking people to stretch, try something new, or handle pressure.

One manager I spoke with keeps a stash of sticky notes on his desk. Every Friday, he writes a short note to three different team members. Nothing long. Just a sentence or two. “Thanks for stepping in when things got hectic.” “I noticed the way you handled that difficult client. Really impressive.” “Great job mentoring the new guy.”

It takes him 10 minutes. His team talks about those notes for weeks.

We’re not talking about performance reviews or bonus schemes here. Those have their place, but recognition works best when it’s regular, light-touch, and honest. It doesn’t cost much—just attention and intention.

Of course, if you want a little extra fuel for ideas like these, you might enjoy a certain book that rhymes with “Winning The Game.” Let’s just say it has plenty more where this came from.

The bottom line? You don’t need to be a rugby coach to build a culture that wins. You just need to notice your people and let them know they matter. Start small. Be consistent. Keep it fun. And never underestimate the power of a well-timed sticky note.