The Problem With Performative Praise

Hello Trailblazers & Changemakers,

Recognition matters. Full stop. 

From Slack shout-outs to monthly spotlights to all-hands callouts, companies are putting more effort than ever into celebrating their people. And yet, somehow… many employees still feel overlooked.

That disconnect deserves our attention. 

My theory? The issue isn’t a lack of recognition. It’s that recognition often stops at visibility, when what people actually want is value. Let’s unpack what that means and how to build better systems of recognition.

Why Recognition Often Feels Performative

Most recognition today is built around fleeting, manufactured moments: a quick message in Slack, a slide in a company-wide meeting, a short blurb in a newsletter. These shoutouts can feel good in the moment, but what happens when the moment passes? 

Over time, patterns start to emerge. The most visible employees tend to get recognized the most, while contributions that happen behind the scenes (like mentorship, culture-building, or ERG leadership — the kind of work that we know can really make or break an employee’s workplace experience) are acknowledged verbally but rarely rewarded in a meaningful way.

That’s where recognition starts to feel performative. People hear that their work matters, but nothing materially changes because of it. There’s no shift in opportunity, no added support, and no long-term impact.

And so it goes: recognition becomes a signal, not a system.

Recognition Should Be a System, Not a Moment

If recognition is going to drive real impact, it has to be embedded into both communications and operations. 

That starts with expanding what counts as a valuable contribution. It’s not just outcomes like revenue or promotions, but also behaviors like collaboration, leadership, and the ability to build inclusive, high-functioning teams. Once those contributions are defined, they need to be captured consistently, whether through peer feedback, manager input, or more structured systems.

But the most important step is what happens next. Recognition should inform real decisions: who gets stretch opportunities, who is considered for promotion, who is seen as a leader within the organization, and the like.

This is especially important for ERG leaders. Their impact is often cross-functional and long-term, making it harder to measure, but still incredibly valuable. If their contributions are only acknowledged in passing and not tied to growth, the system breaks down.

Turning Recognition Into Opportunity

The real power of recognition shows up when it’s connected to growth.

Instead of simply saying “we see you,” organizations have the opportunity to say, “this matters, and we’re going to invest in you because of it.” That can take many forms. It might mean incorporating ERG leadership into performance reviews or promotion conversations. It could look like offering stipends or protected time for community work. In some cases, it means creating leadership pathways for employees who demonstrate influence through culture and community, not just formal titles.

When recognition is tied to clearly defined contributions, it also becomes more equitable. It reduces the reliance on visibility or proximity to leadership and creates a more consistent way to identify and support talent.

Over time, this type of recognition reshapes culture. Employees begin to understand what is truly valued, not just what is publicly celebrated.

Rethinking What Recognition Is For

At its core, recognition is about alignment.

It sends a signal about what success looks like, which behaviors are worth repeating, and who gets the opportunity to grow within the organization. When recognition is limited to one-off moments, it misses that opportunity.

The future of recognition is more intentional. It’s structured, equitable, and directly connected to outcomes that matter, both for employees and for the business.

It’s less about spotlighting individuals in a moment and more about building systems that consistently reward the right things.

Onward and upward,

Dumebi

If you're interested in exploring how Chezie can enhance your Employee Resource Groups (ERGs), I invite you to schedule a demo. We also offer a wealth of resources to support your ERG initiatives:

• ERG Toolkit: Comprehensive guides and templates to help you establish and manage effective ERGs.

• Blue Pages: A collection of articles and thought pieces on best practices for ERGs.

• ERG Templates & Worksheets: Ready-to-use resources to plan, launch, and scale your communities.

Lastly, connect with me on LinkedIn for more insights and updates.