Your promo company may have multiple generations working together. There are six generations currently in the workforce, and each is wired a little differently. What matters to one group might feel unimportant or even uncomfortable for another group. This means that leaders shouldn’t give the same kind of recognition across the board.

Vantage’s Susmita Sarma says thoughtful recognition isn’t just something nice to offer — it’s essential for creating loyalty and driving engagement. The key is recognizing how different generations want to be appreciated. In this issue of PromoPro Daily, we share her tips for recognizing your team members without overcomplicating things.

Gen Z and Alpha
Sarma says the youngest generation of employees tends to thrive when you recognize small achievements on the spot. They appreciate things like a short message, a special badge or even video recognition. Want to expand the effect? Invite and encourage peer-to-peer recognition. She says you can use tech for extending recognition but keep the personal human touch.

Millennials
This group tends to appreciate growth-oriented recognition. Show them how their work connects to your company’s bigger purpose. Sarma recommends centering your recognition on their learning, skill development and career progression. Highlight the contributions that will continue to elevate them.

Gen X and Boomers
When you want to acknowledge the Gen Xers and boomers on your team, make it about respect. Point out their contributions over a long period of time. Highlight their expertise and the strategic impact they have on your organization. Sarma recommends offering legacy-oriented recognition like leadership influence or mentoring opportunities.

Recognition Tips Across The Generations
In addition to providing intentional and thoughtfully delivered feedback, Sarma recommends:

  • Layered recognition. Show appreciation for contributions at every level, from peer recognition to major milestones. This helps recognition feel balanced and continuous.

  • Purpose binding. Recognition must connect daily work to larger organizational goals, she says. This helps everyone understand the purpose behind their efforts and feel aligned with the mission.

  • Personalized acknowledgment. Appreciation should reflect individual preferences and generational expectations so each recognition moment feels authentic, Sarma says.

  • Evaluation and adjustment. Remember to regularly review your recognition practices and get feedback from your team. This ensures the system stays fair and relevant.

  • Lead by example. Model recognition from the top. This is how it becomes part of your culture, and it’s how others feel empowered to appreciate their co-workers openly and often.

If you want to recognize your team members in more meaningful ways, take time to understand what makes them tick. What motivates millennials may differ from what drives Gen Z. Likewise, the boomers on your team probably prefer a different kind of recognition than the Gen Alpha. When you make your recognition more personal, it can do wonders for your team’s morale and performance.

Compiled by Audrey Sellers
Source: Susmita Sarma is a digital marketer at Vantage Circle. She writes about content strategy, HR thought leadership and employer branding.