🔎 Summary

In this session we explored recognition as a cultural practice, not a perk or a platform feature. Alys, James and Lewis talked about the difference between recognition, appreciation and reward, how recognition shows up inside real teams, why it still matters in an AI dominated world, and what people leaders can do to embed it without forcing it. The session also highlighted the risks of leaning too hard into AI for human moments, and the power of small gestures that make people feel seen.

🍦 The Ice Cream Analogy: Recognition Done Right

James explained recognition using an analogy that landed with the whole group. Recognition is the act. Appreciation is how the person feels. And the way you give recognition matters, because everyone has a different preference or “flavour”.

He described how giving the wrong flavour of ice cream can turn good intentions into a miss.

Recognition that works is specific, thoughtful and matched to the person.

Verbatim quotes from James:

“Recognition is the act and it is free and infinite. Anyone can give it to anyone for anything at any time.”

“You give me vanilla ice cream when my favourite is chocolate. It is still a kind gesture but it is not the thing that really hits for me.”

This analogy landed because it’s simple, human and instantly memorable. It shows how easy it is to get recognition technically right but emotionally wrong.

💡 What you could do next

• Ask people their “ice cream flavour” by checking how they like to be recognised.
• Teach managers to personalise praise instead of copying generic lines.
• Encourage teams to reflect on this analogy when giving appreciation so it lands in a way the person actually values.

🧁 What Recognition Really Is

Recognition is an action. Appreciation is the feeling that follows. Rewards are separate and optional.

“Recognition is the act and it is free and infinite. Anyone can give it to anyone for anything at any time.” – James Hems

💡 What you could do next

• Build the habit of fast recognition.
• Ask people how they like to be recognised.
• Treat failure as a moment to recognise effort, not just outcomes.

🧠 Recognition Shows Up Everywhere

Recognition happens in Slack, in passing comments, on calls, in physical spaces or through personal gestures.

“We have a channel called OVE Appreciation. Everybody has a monetary amount to spend in Huggg and it is the most talked about thing.” – Alys Pearce

“Public shout outs on calls are simple and cost nothing. But they mean a lot to people.” – Lewis

💡 What you could do next

• Build simple recognition rituals.
• Encourage public celebration of inputs, not just achievements.
• Let teams create their own recognition moments.

❤️ Human Connection Matters More in an AI World

Alys shared that younger employees are anxious about AI, which means human connection is more valuable than ever.

“Human connection is key. When somebody feels safe and seen, they develop. Psychological safety does not come from an AI robot.” – Alys Pearce

Adam added a cautionary tale:

“A CEO sent feedback to a people leader that was very obviously generated by chat GPT. You could tell every word was lifted. It was sad.” – Adam Horne

💡 What you could do next

• Make a clear distinction between AI work and human work.
• Train leaders not to outsource recognition to AI.
• Keep human connection at the centre of culture-building moments.

🎯 Recognition as a Cultural Practice

Recognition spreads when it becomes an everyday habit, not an HR programme or software feature.

“If you cannot get people to say thank you without a platform, a platform is not the fix.” – Lewis

“Start with your micro culture. Even if you cannot change the whole organisation, you can change your team.” – James Hems

💡 What you could do next

• Get leaders to model recognition consistently.
• Build low effort rituals that encourage people to celebrate each other.
• Start small and let behaviour ripple outward.

💬 How to Make Recognition Personal

Personal recognition resonates more than generic messages.

“Ask those questions. Who is the person joining your team? What do they like? What makes them feel appreciated?” – James Hems

“We asked our team what their favourite Huggg is. Someone hated flowers, someone loved them. Knowing that matters.” – Alys Pearce

💡 What you could do next

• Collect recognition preferences during onboarding.
• Help managers keep personal notes during 1:1s.
• Encourage thoughtful gestures that match individual preferences.

⚡ Recognition That Costs Nothing Still Works

Small actions and thoughtful moments matter more than budgets.

“Surprising and thoughtful things really make the difference. Our CEO once sent everyone home early in a heatwave and sent ice cream. People loved it.” – Lewis

“We send winter vitamins. It treats people as whole humans, not just workers.” – Alys Pearce

💡 What you could do next

• Look for human moments outside work tasks.
• Celebrate effort, experimentation and care.
• Use recognition to show you see the person, not just the work.

🤖 Recognition, Values and AI

AI can support recognition but cannot replace emotional labour.

“There is a fine line now for leaders when deciding if they should use AI or do it the human way.” – Adam Horne

“If leaders only recognise results and ignore values and behaviours, the culture suffers.” – Lewis

💡 What you could do next

• Create guidance on when AI is helpful versus harmful.
• Recognise values and behaviours as visibly as outputs.
• Teach leaders how to keep recognition human in an AI world.