A Handshake Isn’t Enough: How to Really Reward a Team

Most businesses run a team hard for months to deliver a big project, then stop at a handshake. They share a polite “thank you” in a meeting while everyone moves to the next deadline. But here is the reality: Gallup found that employees who feel recognised are more than twice as likely to stay with their company.

A study in the Journal of Applied Psychology showed that recognition paired with a tangible reward creates a stronger positive reinforcement loop than praise alone.

Put simply, people are more likely to repeat great work when they feel their effort was truly noticed.

The hidden risk: unmarked effort fades fast

Teams that never see their extra push rewarded can quickly lose motivation.

Over time, it becomes harder to inspire the same effort again.

Here is your simple reward guide:

• Mark the end of the project with a clear reward

  
  

• Keep it personal and timely

  
  

• Add an element of surprise where possible

  
  

• Tie it to the project or a team moment everyone remembers

Example

Your product team ships a complex new feature.

Instead of just sending an email, you book a small team dinner with a curated gift box for each person. Each box includes a handwritten thank-you, a local treat and a small gift that ties back to the project theme. The gesture is unexpected and feels tailored to the team’s story.

Another example

A professional services firm finishes a huge client rollout.

The project manager sends each team member a surprise follow-up package at home.

No big speech, just a clear message: you went above and beyond, and we see you.

Bottom line

Money matters but timing matters more.

Small, meaningful rewards after big pushes lock in loyalty, pride and motivation.

If you want teams to go all-in again, give them a moment worth remembering.

Practical takeaway

A handshake fades. A thoughtful gift stays in mind long after the next project kicks off.