Engagement and Recognition
How to Say No to Your Manager Without Sounding Uncooperative
Learn how to say no at work professionally while setting clear boundaries and avoiding burnout.
Jonathan Fields
January 17, 2026
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Discover some positive feedback examples you can use for inspiration or verbatim today.
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Good work happens every day in your workplace. Someone solves a tricky problem. A teammate steps up when things get chaotic. A new hire adapts faster than expected. A manager creates clarity when everything feels uncertain.
Yet most of these moments go unacknowledged. Not because people don't care, but because finding the right words feels surprisingly difficult. Should it be formal or casual? Specific or brief? You tell yourself you'll mention it later, and later never comes. Meanwhile, the behaviors you want to see more of quietly fade because they're not being reinforced.
Positive feedback isn't just about making people feel good. It's about building a workplace where people know what good work looks like, understand that their contributions matter, and feel motivated to keep showing up at their best.
This article gives you 35 practical, ready-to-use examples of positive feedback across different workplace relationships. Whether you're recognizing your team as a manager, appreciating a peer, acknowledging your leader, or celebrating a new hire's progress, you'll find specific language that actually works.
You don't need perfect words. You just need to say something genuine, specific, and timely. These examples will help you do exactly that.
Company values & culture isn't built by values posted on a wall. It's built by the behaviors that get noticed, acknowledged, and repeated every single day.
Positive feedback is one of the most powerful tools for shaping that culture, yet it's one of the most underused.
Here are a few research-backed reasons:
We’re so hard-wired to crave praise that we even respond to recognition from a robot. When electronic systems were installed that immediately praised hospital employees for using hand sanitiser, the number of staff who regularly washed their hands rose from 10% to 90%.
Despite the overwhelming evidence of the power of positive feedback… a massive 65% of employees haven’t received any form of recognition for good work in the last year.
Here's what actually happens when you make recognition a regular part of how your organization works:
Vague praise like "great job" doesn't teach anyone anything. But when you tell someone exactly what they did well and why it mattered, you're setting a standard. You're showing them and everyone watching what success actually looks like in practice. Over time, that clarity shapes how people approach their work.
Whatever gets recognized gets repeated. When you acknowledge someone's initiative, their collaboration, or their problem-solving, you're signaling that those behaviors are valued. People pay attention to what gets appreciated, and they adjust accordingly.
When feedback flows regularly and genuinely, people stop worrying about whether their work matters. They know it does because you've told them. That certainty creates psychological safety and the foundation for people taking risks, sharing ideas, and doing their best work. In environments where recognition is rare, people second-guess themselves constantly. In environments where it's consistent, they focus on contribution instead of validation.
Engaged employees aren't just happier, they're more productive, innovative, and far less likely to leave. Feeling seen and valued are the one of the simplest drivers of engagement. When people know their contributions are noticed, they're more invested in the outcome.
People don't leave jobs just because of salary or benefits. They leave when they feel invisible, undervalued, or disconnected from the work they're doing. Consistent recognition addresses all three. It costs nothing but attention, and it's one of the most effective retention tools available.
The companies with the strongest cultures don't rely on annual reviews or formal recognition programs alone. They build feedback into the daily rhythm of work. They make appreciation normal, not special.
Positive feedback isn't soft. It's strategic. It shapes behavior, builds trust, and creates the kind of environment where people actually want to do their best work.
Looking for the right words to recognize a job well done? Here are 35 positive feedback examples you can use for inspiration or adapt to fit your situation.
Manager feedback shapes how your team shows up every day. Generic "good job" comments are fine, but specific recognition that connects effort to impact? That's what actually motivates people. These examples show you how to give positive feedback that reinforces the exact behaviors you want to see more of.
"You set an ambitious goal at the beginning of the quarter to increase your close rate by 15%, and you hit it. What I appreciate most is that you shared your approach with the team so everyone could learn from what worked. That's leadership in action."
"I know you've been juggling multiple projects, and I want you to know that your consistency doesn't go unnoticed. Every deadline met, every deliverable on time and it makes planning smoother for everyone. That reliability is something I genuinely value."
"I noticed you didn't wait to be asked to help with the product launch. You saw what needed to happen and just stepped in. That kind of ownership makes a real difference, and I wanted to make sure you knew I saw it and appreciate it."
"Remember our conversation a few months ago about presentation skills? The progress you've made is remarkable. Your client presentation yesterday was clear, confident, and engaging. It's great to see you take feedback and turn it into real growth."
"The way you approached the vendor issue last week was impressive. Instead of escalating immediately, you gathered information, identified the root cause, and proposed a solution. That critical thinking saved us time and strengthened the relationship."
"Staying late to help the new team member get up to speed wasn't in your job description, but it made a huge difference for them and for the team. That generosity with your time and knowledge is exactly the culture we want to build here."
“You faced a difficult situation and handled it with maturity and persistence. Instead of letting it slow you down, you worked through it and stayed committed to your responsibilities. That kind of resilience is a real strength.”
“You put in the effort to learn a new skill and applied it quickly to your work. The progress you’ve made is noticeable, and it’s already improving the outcomes you deliver.”
Recognition from colleagues often means more than praise from leadership because peers see the daily work that goes unnoticed higher up. Peer-to-peer recognution builds stronger teams and creates a culture where appreciation flows naturally. These examples make it easy to recognize your coworkers in authentic, meaningful ways.
"Your suggestion in yesterday's meeting about streamlining our approval process was brilliant. I've been frustrated with that workflow for months, and your idea cuts right to the solution. Thanks for speaking up and making all our lives easier."
"Thank you for jumping in when I was stuck on that data analysis issue. You could have just pointed me to a resource, but instead you sat down and walked me through it. I learned something, and you saved me hours of frustration."
"When everything went sideways with the client delivery last week, you didn't panic or point fingers. You just started solving problems. That calm, focused response kept the rest of us grounded. Really appreciate having you on the team."
"I know this sounds simple, but your attitude makes such a difference. Even on tough days, you show up with energy and optimism. It's contagious, and it makes the work environment genuinely better for everyone."
"I really valued your perspective on my proposal during our planning session. You asked questions that pushed my thinking in a better direction without making me feel defensive. That's a rare skill, and it made the final outcome so much stronger."
"Covering for me while I was out last week was huge. I know you had your own deadlines, but everything was handled perfectly when I got back. That kind of teamwork doesn't go unnoticed. Thank you."
"I appreciated how you made space for everyone's voice in the brainstorming session. When the conversation was getting dominated by a few people, you actively brought others in. That inclusivity led to way better ideas."
When employee recognize manager's support, advocacy, or leadership, it strengthens the working relationship and reinforces what's actually working. It might feel a bit awkward at first, but these examples show you how to give upward feedback that's sincere without being uncomfortable.
"I wanted to say thank you for the clarity you brought to our last team meeting. When things felt chaotic with the org changes, you gave us a clear path forward. That kind of steady leadership makes it easier to focus and do good work."
"I heard you fought for our team to get additional resources for the Q2 launch. Knowing you're advocating for us behind closed doors means a lot. It's easier to push hard when you know your manager has your back."
"Assigning me to lead the client presentation was a stretch for me, and I appreciate that you trusted me with it. You gave me room to lead while being available when I needed guidance. That balance helped me grow more than I expected."
"Our one-on-one last week was really helpful. The feedback you gave on my communication style was specific and something I could actually work on. It's rare to get feedback that's both honest and genuinely useful. Thank you."
"Thank you for being understanding when I needed to adjust my schedule for family commitments last month. You made it clear that the work would get done and trusted me to manage it. That flexibility made a stressful time much more manageable."
"I loved how you called out everyone's contributions during the project debrief. It's easy to focus on what's next, but you made sure we took a moment to acknowledge what we accomplished. That recognition fueled everyone's energy for the next challenge."
The people you collaborate with day-to-day deserve recognition too. Whether it's their problem-solving, their positive attitude, or the way they handle stress, calling out what you appreciate builds better working relationships. These examples help you give feedback to colleagues that's specific, natural, and actually meaningful.
"The way you've been facilitating our weekly syncs has made them so much more productive. You keep us on track without making it feel rigid, and everyone actually leaves with clear next steps."
"I reviewed the report you prepared for leadership, and the level of detail was impressive. Everything was accurate, well-organized, and anticipated questions before they were asked. That thoroughness reflects really well on the whole team."
"You've handled the constant changes to this project with remarkable flexibility. Every time requirements shifted, you adjusted without complaint and kept the work moving forward. That adaptability is a huge asset to this team."
"I've noticed you've been helping the junior team members get up to speed, even though it's not officially your responsibility. That kind of informal mentorship builds a stronger team, and I know they really appreciate your patience and guidance."
"Last week's client escalation was intense, and I watched you handle it with total professionalism. You stayed calm, listened to their concerns, and worked toward a solution. That composure under pressure is something I really admire."
Early positive feedback helps new employees build confidence and understand what success looks like in your organization. These examples show you how to recognize new hires in ways that make them feel valued and set them up for long-term success.
"You've only been here six weeks, but you already feel like part of the team. You've picked up on how we work together, you ask great questions, and you contribute ideas without hesitation. That kind of cultural fit is rare and really valuable."
"The speed at which you've learned our systems has been impressive. Most people take months to get comfortable with our processes, but you're already running with projects independently. That learning agility is going to serve you well here."
"Your outsider perspective has already challenged some of our assumptions in a good way. In last week's meeting, your question about why we do things a certain way led to a real improvement. Don't lose that fresh set of eyes."
"I've noticed how intentional you've been about getting to know people across different teams. You're building a network here that will help you be effective long-term. That relationship-building instinct will take you far."
"You've only been here a month, but you're already volunteering for projects and finding ways to contribute beyond your core responsibilities. That proactive approach tells me you're going to do well here."
Leaders and mentors pour time and energy into developing others, often without much recognition for it. Acknowledging their guidance, their vision, or the way they invest in people reinforces exactly the kind of leadership you want to see. These examples help you recognize mentors and leaders in ways that feel genuine and earned.
“Just wanted to say thanks for being an amazing mentor to our new team members. Your dedication to sharing your expertise and guiding them through challenges is making a real difference – like when [example of how their mentorship has made an impact]. Keep being the rockstar mentor you are!"
"Your guidance over the past six months has been transformative for my career. You didn't just give advice but you asked questions that helped me figure out what I actually wanted. That kind of mentorship is rare, and I'm genuinely grateful."
"The way you articulated our team's direction in the town hall was powerful. You connected our daily work to the bigger picture in a way that made everyone feel like what they do matters. That's the kind of communication that builds real buy-in."
"I wanted to thank you for recognizing my progress publicly in yesterday's meeting. Having you call out my growth in front of the team meant more than you probably realize. It reinforced that the work I'm putting in is noticed and valued."
Any praise is better than no praise.
But not all recognition is created equal.
Follow these steps to really make the recognition you give your employees meaningful:
Everyone has their own unique set of strengths. And there's always something there to be celebrated: whether they’re outgoing or introverted, organized or creative, empathetic or disciplined.
So, make sure to sing the praises of all your teammate’s unique attributes. This will make sure your colleagues feel seen – as well as let them know they’ve got your full permission to be themselves, which is a key ingredient in a happy and engaged team.
Respondents in one survey reported an average of 50 days since they last felt recognised in any way at work.
Don’t fall into the trap of letting your employees go unnoticed for too long by keeping your eyes peeled for examples of them exhibiting a trait you love about them. Then be sure to praise it straight away.
Some people get a huge boost from having the whole of the office’s attention drawn to their good deeds. Others are uncomfortable with being the center of attention, but a private thanks from their manager would mean the world to them.
Learn how each of your employees likes to be praised and be sure to recognise them in the way they respond to.
A simple “keep up the great work!” can go a long way. But your people might start to find your words a bit superficial if that’s as specific as your praise ever gets.
So, be sure to look out specific things you can give your people a shoutout for.
It isn’t hard to imagine how much of an impact praise like this would have on an employee: “I couldn’t have worded that email you just sent to that unhappy customer better myself. Thank you for taking the time to word such a thoughtful response”.
You understand that positive feedback matters. You have the examples. You know what to say.
But here's the challenge: making recognition consistent across teams, scalable as you grow, and visible enough to actually shape culture.
That's where Assembly comes in.
The biggest barrier to positive feedback isn't knowing what to say but it's remembering to say it in the moment. With Assembly's peer-to-peer recognition, anyone can recognize a colleague in seconds, right where work already happens - in Slack, Teams, or the Assembly platform. Recognition becomes part of your natural workflow, not another task to remember.
Public recognition creates culture. Assembly's recognition feed ensures appreciation doesn't disappear into private messages. Every recognition moment is visible, showing the entire team what good work looks like and encouraging others to do the same.
Assembly's rewards system lets you attach points to recognition that employees can redeem for digital gift cards from hundreds of brands. It's not about making feedback transactional. It's about adding a tangible layer of appreciation.
Birthdays, work anniversaries, and project completions moments deserve recognition but are easy to miss. Assembly's automated milestone recognition ensures no one gets overlooked. Set it up once, and it runs automatically with zero administrative burden.
Assembly's Awards feature lets you create formal programs like "Mentor of the Month" or "Team Player Award" with custom designs, budgets, and approval workflows. It's a way to elevate exceptional contributions while keeping everything organized and visible.
Positive feedback is one of the most powerful and most misunderstood – tools in every manager’s toolbox. Use the examples we’ve shared here to quickly establish a culture of employee engagement and appreciation and send employee engagement through the roof.
And if none of the examples we’ve shared are quite what you’re looking for, why not give our Employee Recognition Assistant a go? Simply tell it who you want to celebrate and what you want to celebrate them for and it will help you craft a thoughtful message recognizing their hard work in minutes.
Get the foundational knowledge on creating an employee recognition program that boosts employee engagement and helps them feel valued.
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