Why 'Thanks for Everything' Isn’t a Recognition Strategy
Why good recognition needs to be a little more thoughtful
A quick thank-you is fine. A gift card works too. But if that’s all your team ever gets, it starts to feel like you’re doing it just to tick a box. And when that happens, it stops meaning anything.
Why it sometimes falls flat
Many companies recognise effort, but not always in a way that sticks.
It might be a group email at the end of the quarter or a reward that shows up weeks after the fact. Both can feel disconnected from the moment they were meant to mark.
Another common issue is repetition. If every person gets the same voucher or the same message, it stops feeling personal. And after a while, people stop noticing or assume it’s just routine.
A better way to say thanks
You don’t need a complex plan. Most people just want to feel like someone noticed.
That could mean a message that mentions what they did and not just that they 'worked hard.' Or a reward that gives them the freedom to choose something they’ll actually enjoy.
That’s where flexible experiences work well. Instead of giving out the same bottle of wine or a branded mug, you offer something they can tailor to their own interests. One person might want a peaceful river cruise while another might choose a fun day at the races. The key is that they decide.
It’s not about spending more. It’s about getting it right.
Why flexibility matters
When rewards miss the mark, it’s often because the choice was made for the employee, not by them.
Maybe the gift doesn’t match their interests or maybe it feels like it was ordered in bulk. That can make a well-meant gesture feel like an afterthought.
Experience-based rewards solve that by offering real variety without needing to know every detail in advance. Instead of trying to guess what someone might like, you give them the freedom to choose from a wide range. That alone makes the recognition feel more meaningful.
A simple habit for managers
This doesn’t need to be a company-wide initiative. For most teams, the biggest impact comes from small, regular habits: especially when they start with managers.
Here are two quick questions any manager can ask:
• What exactly did this person do that made a difference?
• Have I recognised them recently, or am I waiting for something bigger?
The goal isn’t to celebrate everything. It’s to notice the right things and do it while they’re still fresh.
Keep it going
You don’t need a new system or a special month. You just need to do it more than once and keep it simple.
You might recognise one person a month. Or you might focus on two key projects a year. Either way, it works better when it’s consistent and timely.
'Thanks for everything' sounds polite but it doesn’t say much.
A message that feels personal, and a reward that gives people real choice, says a lot more. It doesn’t need to be big. It just needs to land.
Here at Golden Moments, we can provide you with a range of corporate packages designed to positively impact your relationship with your employees as well improve your customer base and achieve your business goals.
Give our corporate team a call today on +44 (0) 2393 877130 or email us at corporate@goldenmoments.com to discuss how you can introduce a successful rewards and recognition program with Golden Moments!