The Cost of Superficial Recognition: Why Vetting Matters in Leadership

Recognition is a powerful tool, but only when it’s done right. Many leaders, eager to appear engaged or connected to their staff, rush to publicly acknowledge employees without doing the necessary due diligence. In theory, recognizing employees is a positive gesture. But in practice, surface-level praise can cause more harm than good, especially when it’s directed at individuals who haven’t genuinely earned it.

Recognition Without Context Is a Dangerous Game

When leaders bypass proper vetting, choosing not to consult with direct supervisors or gather a full picture of an employee’s contributions, they risk rewarding mediocrity or, worse, elevating individuals who are known manipulators behind the scenes. Every organization has a few con artists, people who know how to charm leadership while wreaking havoc within their teams. When these individuals are recognized, it sends the wrong message to the people doing the real work.

The Morale Killer

Think about the high-performing employees who stay late, go the extra mile, and hold themselves to a high standard. What happens when they watch someone who cuts corners, avoids accountability, or disrespects colleagues receive praise from upper management? It kills morale. It creates a culture of frustration and disengagement, where doing the right thing feels futile because recognition is based on visibility, not value.

Due Diligence Is Not Optional, It Is Responsible Leadership

Before recognizing an employee publicly or even privately, leaders have a responsibility to gather insights. This means speaking with the individual’s manager, seeking input from peers, and reviewing the actual impact of their work. Is this person consistent? Do they lift others up or create division? What is the reputation they hold within their team? Recognition should not just be about the "what," but also the "how."

Recognition Should Reinforce Culture, Not Undermine It

If your organization values integrity, teamwork, innovation, or accountability, then recognition must reflect that. Leaders set the tone, and every shout-out, spotlight, or employee of the month choice is a signal to others about what behaviors are rewarded. If those signals are inconsistent with the organization’s values, culture starts to erode from the inside out.

Stop Rewarding the Noise, Start Recognizing the Substance

True leadership means slowing down enough to get it right. Do not fall into the trap of performative leadership, where praise is handed out to create the illusion of being in touch. Take the time to vet. Do the work. Recognize the people who are consistent, value driven, and mission aligned, not just the ones who know how to perform for an audience.

Your team is watching. Make sure what they see reflects real leadership, not just recognition for recognition’s sake.