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Discover some positive feedback examples you can use for inspiration – or verbatim – today.
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Going out of your way to give your people positive feedback isn’t just a nice thing to do.
Recognizing employees for a job well done is also one of the most effective ways to boost engagement, productivity, and retention across your business.
Read on for some positive feedback examples you can use for inspiration – or verbatim – today.
But first, let’s look at why praising your employees is so important – and how to give a great compliment to a teammate…
First things first: Why is recognition so important, anyway?
Here are a few research-backed reasons right off the bat:
We’re so hard-wired to crave praise that we even respond to recognition from a robot. When electronic systems were installed that immediately praised hospital employees for using hand sanitiser, the number of staff who regularly washed their hands rose from 10% to 90%.
Despite the overwhelming evidence of the power of positive feedback… a massive 65% of employees haven’t received any form of recognition for good work in the last year.
Let’s move on to how you can make sure your people managers don’t fall into this all-too-common trap…
Any praise is better than no praise.
But not all recognition is created equal.
Follow these steps to really make the recognition you give your employees meaningful:
Everyone has their own unique set of strengths. And there's always something there to be celebrated: whether they’re outgoing or introverted, organized or creative, empathetic or disciplined.
So, make sure to sing the praises of all your teammate’s unique attributes. This will make sure your colleagues feel seen – as well as let them know they’ve got your full permission to be themselves, which is a key ingredient in a happy and engaged team.
Respondents in one survey reported an average of 50 days since they last felt recognised in any way at work.
Don’t fall into the trap of letting your employees go unnoticed for too long by keeping your eyes peeled for examples of them exhibiting a trait you love about them. Then be sure to praise it straight away.
Some people get a huge boost from having the whole of the office’s attention drawn to their good deeds. Others are uncomfortable with being the center of attention, but a private thanks from their manager would mean the world to them.
Learn how each of your employees likes to be praised and be sure to recognise them in the way they respond to.
A simple “keep up the great work!” can go a long way. But your people might start to find your words a bit superficial if that’s as specific as your praise ever gets.
So, be sure to look out specific things you can give your people a shoutout for.
It isn’t hard to imagine how much of an impact praise like this would have on an employee: “I couldn’t have worded that email you just sent to that unhappy customer better myself. Thank you for taking the time to word such a thoughtful response”.
Looking for the right words to recognize a job well done?
Here are some examples for you to use for inspiration – or use verbatim.
We’ve left space for you to add a specific example to each one to make sure your words really make your people feel appreciated:
“I just wanted to give you a big shoutout for [the goal they’ve achieved]! All the hard work you put into achieving that didn’t go unnoticed. I'm so grateful to have you on the team”.
“I've been seriously impressed by how you’ve stepped up as a real leader for the team lately. Taking on more responsibility can be challenging, but you’ve been making it look easy – especially when you [recent example of when they demonstrated strong leadership skills]”.
“Props for always going the extra mile to make sure our customers are happy. Your thoughtful responses to customers is what sets us apart – like when you [recent example of their exceptional customer service skills]”.
“Big kudos for stepping into your people manager role. You’re already looking like someone with years’ of experience managing people under your belt – like when you [recent example of their people management skills in action]”.
“I just wanted to say a huge thank you for coming up with such an innovative solution to [a recent problem your team was facing]. I love that we can always rely on you to come up with a creative fix. It doesn’t go unnoticed or unappreciated!”.
“Thank you for being such a team player. You’re fast becoming the glue that holds the team together – like when you [recent example of a time they collaborated effectively with a colleague]. Keep being our MVP!”.
“I've noticed how well you handle feedback – it's like watching a pro athlete take coaching. It's clear you're not just hearing it but actually processing it and using it to level up your game, like when you [recent example of when they took your feedback on board]. Your willingness to learn and grow is inspiring!”.
“Just wanted to say thanks for your meticulous work. Your attention to detail doesn't go unnoticed – and it makes a big difference in the final product, like when you spotted [a mistake they spotted in a recent project]. Keep being our very own Sherlock Holmes!”.
“Big shoutout for truly embodying our company's values earlier when you [recent example of them putting one of your company’s values into action]. You’re a total pleasure to work with and we’re all lucky to have you on the team”.
“I really admire you for [recent example of them asking for help when they needed it]. It takes a lot of maturity and confidence to hold your hands up and say ‘I need help’. Keep up the awesome work and you’ll go far!”
“I gotta hand it to you – you’re someone I can alway rely on. Like the other day when [recent example of how dependable they are]. You're the rock of our team – always there when we need you. It's something I truly appreciate”.
“Just wanted to say you've hit the ground running like a cheetah on espresso. I can’t believe you’re already [an example of where they’re exceeding expectations]. Your immediate impact on the team hasn't gone unnoticed, and it's clear you're destined for greatness. Keep blazing trails!”
“I'm really impressed by your drive to learn new skills. The fact that you’ve added [example of recent skill they’ve learned] to your toolbox is going to make a huge difference. Thank you for continuously stepping and taking on more responsibility. You're on the path to great things!”.
“Just wanted to say thanks for being an amazing mentor to our new team members. Your dedication to sharing your expertise and guiding them through challenges is making a real difference – like when [example of how their mentorship has made an impact]. Keep being the rockstar mentor you are!"
Positive feedback is one of the most powerful – and most misunderstood – tools in every manager’s toolbox. Use the examples we’ve shared here to quickly establish a culture of employee engagement and appreciation and send employee engagement through the roof.
And if none of the examples we’ve shared are quite what you’re looking for, why not give our Employee Recognition Assistant a go? Simply tell it who you want to celebrate and what you want to celebrate them for and it will help you craft a thoughtful message recognizing their hard work in minutes.
Get the foundational knowledge on creating an employee recognition program that boosts employee engagement and helps them feel valued.
Explore Guide
Yes, at Assembly, security is a top priority. Each quarter, we have ongoing security work that is everyone’s responsibility. While we maintain a strong security posture, it was important for us to prove to our customers that we do everything we claim to do. This led us to pursue a SOC 2 Type II report that would provide evidence of our compliance with industry gold-standard security practice.
There is study after study showing that employee recognition leads to increased engagement. This in return creates an environment where employees are happier and more motivated which increase productivity and reduces voluntary turnover significantly. In order to filled critical roles, companies tend to spend nearly twice the value of an annual salary. Assembly is an investment in your employees that supports your bottom line.
Yes, we will offer contracts for companies with longer-term agreements to help larger customers have more certainty around future costs.
The minimum agreement term is a 12-month subscription.
We do and for FREE! Any new customer needing further support to get started with Assembly to ensure you're set up for success can request custom onboarding support. Improving your employee experience is about much more than just using our amazing software; it’s about transforming your business to create a workplace that people love. That’s much easier to do with the personal support and advice from our passionate people experts.
Yes. We offer a completely free plan for up to 50 team members. This plan is intended for teams or organizations that are looking to get started with an employee engagement tool. Keep in mind, this plan is limited in features.
All customers can open an Assembly account for free and get started without a credit card. Then you can change plans as necessary.
At the time of redemption (when your employees exchange their points for a paid reward) you'll pay face value. If a reward is a $10 Amazon gift card, your cost will be $10. All paid rewards are billed for on a monthly basis.
The good news is that you don't have to pay for rewards upfront because we only charge you when points are redeemed, not when they're earned.
We offer discounts or educational or charitable organizations. In order to secure a discount, you'll first need to book a demo with a customer support specialist.
For all other organizations, we are willing to consider longer-term agreements in exchange for discounts. To set up annual plans or longer, you will need to book a demo with a customer support specialist.
If you're on a month to month plan, you can go here and cancel anytime. If you're having concerns or need help setting up your account for success, you can always book a demo with a customer support specialist.
If you're on a longer-term custom plan, you'll need to reach out to your customer support specialist to cancel your account or email us at support@joinassembly.com.
Great question! You can customize your core values to match your organization's to boost and track alignment. You can change your currency from the 🏆 emoji (our default) to any emoji of your choice. You can swap our logo for your own. You can also set up company culture rewards such as, "Lunch with the CEO," "Buy a book on us," and so much more!
While we recommend a peer to peer set up where anyone in your organization can give or receive recognition, you can set up Assembly however you want. If you need to limit the people who can give or receive recognition, that's perfectly fine and can be done from your Admin, here.
Assembly connects to the tools your employees use every day to offer an easy, seamless experience with minimal change management.
Assembly has integrations with HCM/HRIS systems like ADP, Google, Office 365, and Slack. We also integrate with communication tools like Slack and Teams so you and your employees can access Assembly wherever they work now.
That depends on the company's permissions set up. That said, over 90% of the employees on Assembly's platform are recognized on a monthly basis. That means nearly every employee across all of our customers are receiving regular recognition from their peers, managers, or leadership. We're extremely proud of this.
They are not required. You can use Assembly without having rewards set up. However, we don't recommend it if you intend to have a high adoption and usage rate. You can always keep the costs down by offering internal culture rewards that are fulfilled by you internally.
No, you can remove allowances from anyone or everyone. It's up to you but we do recommend using points whether they're worth a real dollar value or not. Companies that use points have a much higher engagement rate even if those points don't exchange for real dollars.
Please schedule time with an expert and we will help you to get all your questions answered
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