Missouri Press Association
Serving Missouri Newspapers Since 1867
There are a lot of things we do in this business that are easy to measure — revenue, page views, contracts signed, campaigns delivered. Recognition, on the other hand, is often treated as something of an afterthought. Optional. Nice, but not necessary.
I’d argue the opposite.
Recognition is one of the most practical, underutilized tools we have to build stronger organizations and it’s especially important for the people who are least likely to receive it.
Depending on when you’re reading this, the MPAME annual awards banquet has either just happened or is right around the corner. It’s one of the few times each year where we intentionally pause to celebrate excellence in advertising and production, areas that don’t always get the spotlight they deserve.
That’s part of what makes it meaningful. Because if we’re being honest, recognition in most organizations is uneven. Editorial gets attention. Leadership gets attention. Big, visible wins get attention. Meanwhile, the people generating revenue, managing client relationships, designing pages, trafficking ads, and making everything work often operate in the background. And yet, those roles are the engine.
In my work with the Novak Leadership Institute, we spend time talking about culture, not as a buzzword, but as a set of repeated behaviors. And one of the clearest gaps we see across organizations is what we call a “recognition deficit.” This is not to say people don’t care, but that recognition is rarely approached with intention. We assume it will happen naturally, and it usually doesn’t.
Purposeful recognition is exactly that, purposeful. It’s a choice to notice and say something, to reinforce what matters. At its best, recognition does something simple but powerful, it shows people that you’re paying attention. That what they do matters and that their work is seen.
When done consistently, it has real, measurable impact. Organizations that prioritize recognition see higher retention, stronger engagement, better performance, and improved overall wellbeing. Not because recognition replaces compensation or intrinsic motivation — it doesn’t — but because it reinforces both.
The key is how it’s done.
Effective recognition is earned. It’s specific, personal and timely. It’s tied to clear behaviors and values, not just outcomes. It creates opportunities for people to lift each other up, and it recognizes teams, not just individuals. In other words, it’s not random, and it’s not only reserved for annual banquets.
Events like MPAME matter because they elevate the work and the people behind it. But the real opportunity is what happens the other 364 days of the year. Intentional organizations celebrate the first downs as well as the touchdowns. A quick note after a deadline is met. Calling out a teammate in a meeting. Highlighting the why behind a job well done.
Making recognition part of the rhythm, not the exception. Those small moments compound. They build confidence and connection. Over time, they build cultures where people want to stay and do their best work.
So yes, celebrate the awards. They’re deserved. But don’t stop there. Pay attention. Say something. Be intentional. Recognition done right isn’t just a nice gesture, its leadership.
