Crisis-proof Recognition: How Appreciation Helps Teams Thrive During Change

When uncertainty knocks on the door of an organization (layoffs, mergers, leadership changes, market downturns, negative press etc.), it doesn’t just shake strategy. It also shakes people. It stirs quiet anxieties, late-night worries, and that unsettling question- What does this mean for me?

Back in May 2020, when global travel came to a halt, Airbnb’s bookings plunged by nearly 80% and the company had to lay off about 1,900 employees- roughly, 25% of its workforce. What stood out wasn’t just the scale of the crisis, but also how Airbnb chose to navigate it.

Instead of retreating into silence, CEO Brian Chesky chose to speak openly through a heartfelt letter-powerful testament to empathy and transparency. What further set it apart was the way he recognized the contributions of every departing employee. This letter went on to become a widely cited example of leading through change with humanity.

Moments like these reveal a simple truth. During turbulent times, recognition is an anchor that can be dropped to steady the ship in the storm. That’s exactly what this piece is about- how meaningful appreciation can help your people feel seen and supported during times of uncertainty.

How Crisis Impact Employee Confidence and Culture

Major shifts in a company, a merger, a restructuring, or a sudden downturn, don’t hit the balance sheet first. They hit people first. It’s that quiet but powerful sense of security that takes the first blow. Suddenly, questions start bubbling up in the minds of employees:

• What’s changing?

• Where do I fit in?

• Will things ever feel the same again?

• Does my manager even value what I do?

And as clarity starts to slip, motivation isn’t far behind. That spark, that once encouraged people to give their best, begins to fade.

Unfortunately, the ripple doesn’t fade there.

The culture of the organization also starts to fray. Trust in leadership, shared values, and the belief that “we’re in this together” weakens fast. In fact, there are other tell-tale signs that I am sure you’d like to understand in depth.

1. Anxiety and lack of clarity

Did you know, globally an estimated 12 billion working days are lost every year to depression and anxiety?

Yes, no kidding!

That’s unfortunately a workplace reality and, in times of crisis, these feelings intensify.

During such times, individual anxiety quietly seeps into teams. It rarely changes itself that unsettles people- it’s not knowing what’s coming next. Topping that, if communication is uneven or unclear, employees start filling in the blanks with negative thoughts. Every email feels heavier, and every period of silence feels like a sign that it’s going to get worse.

That uncertainty gradually erodes team confidence and weakens organizational culture. Before long, a workplace once built on trust and teamwork starts leaning toward caution and self-preservation.

2. Decline in motivation and sense of belonging

Employee motivation has been quietly slipping. In fact, data shows that U.S. workforce engagement dropped from 36% in 2020 to just 31% in 2024. A steady decline in how people feel connected to their work.

It’s no surprise.

The last few years have been marked by constant change. Economic swings, hybrid work adjustments, and shifting priorities. It’s only natural that people feel drift.

During times of change, employees start to re-evaluate where they stand. The energy that once came from shared goals starts to fade as people feel left out or unsure how their work fits into the bigger picture.

Afterall, belonging, that simple sense of “I matter here” is in a big part what fuels motivation.

3. Distrust and disconnection from Leadership

Only 21% of employees strongly trust their leadership, according to recent research by Forbes. Yet, trust is what keeps teams steady when everything else feels uncertain.

People look to their leaders for reassurance in uncertain times. So, when updates are delayed or decisions seem unclear, trust starts to waver. Employees begin to wonder if leadership is being fully transparent.

That’s when a subtle “us versus them” mindset starts to take hold. Leaders focus on solving the crisis, while employees are left interpreting every move.

The result? Disconnection!

The emotional distance between leaders and employees widens. And we all know, trust, once lost, is hard to rebuild. And in moments of change, it’s often the difference between teams who pull together and those who quietly pull away.

Do Give a Read- Leadership in Times of Change: Employee Recognition as a Stability Tool

Why Recognition Becomes a Stabilizing Force?

Now that we’ve seen what uncertainty can do to people- anxiety, fading motivation, erosion of trust, etc. It is important to understand what can pull them back.

That’s where recognition comes in.

In times of crisis, recognition isn’t just about saying “good job.” It’s a signal of stability. A powerful reminder that people’s efforts still matter even when everything else feels shaky.

It kind of reminds your team, that, “We matter here, and what we do makes a difference.”

Let’s try and understand how recognition helps our team and organization stay put during turbulent times.

1. A signal of security

During change, people crave reassurance more than anything else. And recognition provides exactly that. A signal that they’re still seen, valued, and part of what’s ahead.

According to a recent report, 3 out of 4 employees say they want to feel more appreciated at work. To be honest, that desire only intensifies in uncertain times.

After all, recognition, even in its simplest form, reminds people that they’re not forgotten in the shuffle. Trust me, that matters!

2. Builds psychological safety

Recognition also fuels psychological safety giving people. The shared belief that it’s safe to speak up, take risks, or share new ideas without fear. When leaders actively appreciate all types of contributions (not just big wins), they cultivate trust and openness.

In fact, a recent CIPD evidence review highlights that psychological safety and trust are the foundations of high-performing, resilient teams. In crisis, these two qualities become priceless.

3. Preserve team culture

Perhaps the most powerful impact of recognition is its ability to preserve culture.

Change can easily unsettle routines, strain relationships, and blur the shared sense of purpose that holds teams together. But consistent appreciation keeps that human connection intact. It reminds people that even as things shift, the company’s values and respect for its people remain steady.

And the data backs it up. According to Forbes, employees who feel recognized are five times more likely to feel connected to their company culture.

Recognition, in that sense, becomes the bridge between stability and change.

Practical Ways to Make Recognition Work During Uncertainty

How can leaders make recognition really count when things get rough?

The good news is it doesn’t take grand gestures or extravagant programs. What matters most is staying consistent, being genuine, and keeping that human touch alive.

Let’s look at a few ways to keep recognition steady when everything else is in flux.

1. Be Timely and specific

Recognition loses its power when it’s delayed or vague.

Keeping that in mind, don’t wait for the next performance cycle to say “thank you.” Instead, call out efforts as they happen and mention what the employee/ team did along with why it mattered.

A punctual, specific acknowledgement helps people feel seen and valued.

2. Lead the way

Recognition really lands when it comes from the top. A study shows that nearly one in four employees say their most memorable recognition came directly from their CEO.

In uncertain times, every word or gesture from leadership carries an amplified meaning. When a leader pauses to call out an employee’s effort in a company meeting or takes a moment to spotlight a team project done well, it cuts through the noise.

Think of how Microsoft’s CEO, Satya Nadella, consistently highlights his teams’ learnings and progress, not just wins, during company updates. That kind of acknowledgment tells people they’re valued not only for results, but for resilience and growth.

3. Empower peers to recognize each other

Recognition isn’t only powerful when it comes from leaders. It’s just as meaningful when it comes from the people who work side-by-side every day. When teammates lift each other up, it builds a real sense of connection.

Additionally, frequent recognition has a much larger impact on people, and that impact is not only on the receiver, but the giver and the observer. Peer-to-peer recognition greatly increases the frequency and creates a culture of appreciation that is modeled by leadership.

It doesn’t have to be grand, just a quick shoutout in chat or a simple “you handled that so well.” Those small moments of appreciation remind people they’re seen, valued, and not alone in the chaos of change. That’s what keeps teams grounded and together.

4. Keep it consistent

The worst time for recognition to disappear is during a crisis. Yet that’s when it often does.

Consistency shows that appreciation isn’t a fair-weather habit. It’s part of the culture. A few words of acknowledgment at the end of a tough week can help people feel grounded and motivated to keep going.

Related Resource: 9 Employee Recognition Examples

Conclusion

At the end of the day, recognition isn’t about grand gestures. It’s about consistency, sincerity, and making people feel appreciated. When leaders lead with appreciation and peers lift each other up, recognition becomes part of how an organization works, not just something it does.

And that’s what keeps people grounded, motivated, and showing up with their heart, even when everything else is changing.

John Land serves as Chief Advocacy Officer at Vantage Circle, where he drives strategic initiatives that transform workplace culture. In this role, John focuses on championing innovative employee engagement strategies, establishing industry thought leadership, and helping clients design and implement modern recognition programs that create lasting impact and foster genuine employee connection.

Connect with John on LinkedIn, or contact editor@vantagecircle.com for inquiries.