Sweeten the Deal
A Leader’s Guide to Team Recognition
Recognition is one of the sweetest gifts a leader can give. It doesn’t always need to be a bonus or an award—sometimes the most meaningful recognition is simply noticing people’s unique contributions and finding ways to honor them.
One of my favorite strategies has been creating unexpected roles. Titles that don’t show up on an org chart but make perfect sense for the people and the work at hand.
The Power of Creative Roles
Over the years, I’ve experimented with unusual “editorships” or responsibilities that let people lean into their strengths:
Birthday Coordinator — the person who remembers everyone’s special day and keeps the celebration simple but consistent.
Chief Morale Officer — the teammate who naturally keeps spirits high, turning gossip or chatter into energy that helps everyone stay motivated.
Bellwether — the one whose expressions or feedback tell you the unspoken mood of the group.
Sometimes people even create roles for themselves. One particularly organized team member once asked to take ownership of deadlines—she created systems, set up calendars, and kept everyone on track. The title didn’t matter; the recognition of her gift did.
The point is this: if there’s a task that needs doing, assign it. If there’s a person who needs a role, create one. Recognition is less about the title itself and more about the signal it sends: I see you. I value your contribution. You matter here.
Why This Works
Creative recognition strategies like this are powerful because they:
Highlight hidden talents. Not everyone shines in traditional roles. Recognition helps people contribute in ways only they can.
Increase ownership. When people shape their own responsibilities, they invest more deeply in the outcome.
Boost morale. Recognition spreads responsibility and pride across the whole team—not just the usual “stars.”
This season reminds us: leadership is about offering treats, not tricks. Recognition doesn’t have to be flashy. Sometimes the sweetest recognition is giving someone a role that fits them perfectly, whether or not it exists anywhere else.
What hidden strengths exist on your team? How might you recognize those talents in creative, unexpected ways—through a role, a title, or simply a moment of gratitude?
