In our fast-paced workplaces, it’s easy to overlook the power of a simple, genuine acknowledgment. However, neuroscience reveals that recognition, when executed correctly, can rewire the brain to foster greater trust, motivation, and performance.

The brain is a social organ. Every interaction we have at work sends signals of either threat or reward. According to social neuroscience, acknowledgment falls squarely in the “reward” category. It activates the brain’s dopaminergic system (the feel-good pathway), strengthens our sense of belonging, and reinforces behaviors we want to see repeated.

But not all acknowledgment is created equal. Let’s explore the three levels of acknowledgment, how they show up in the workplace, and why each one matters.

Level 1: Acknowledging Presence

What it is: Recognizing that someone exists, that they are seen and valued as a person, not just for what they do.

Neuroscience insight: Being ignored or dismissed can trigger the same pain circuits in the brain as physical pain. A simple “good morning” can reduce stress and improve engagement.

Workplace example:

• Saying “Hi, Angela—good to see you!” when joining a Zoom call.
• Noticing a team member who’s been quiet in a meeting: “David, I’d love to hear your perspective.”

Tip: This level is about human dignity. Small gestures can have a big neurological payoff.

Level 2: Acknowledging Effort

What it is: Recognizing the energy someone puts in, regardless of the outcome. This builds intrinsic motivation.

Neuroscience insight: Effort-based acknowledgment activates the striatum, reinforcing the value of persistence, creativity, and learning, not just results.

Workplace example:

• “I appreciate how much time you put into researching those client options, Jamal. Your thoroughness made a difference in how we showed up.”
•  “Emma, thanks for jumping in with such short notice. I know that required a shift in your priorities.”

Tip: This level drives resilience. People who feel their effort is seen are more likely to go the extra mile—again.

Level 3: Acknowledging Impact

What it is: Pointing out the difference someone’s action made to others, the team, and the business. This strengthens their sense of identity and purpose.

Neuroscience insight: The brain craves meaning. Acknowledging impact helps connect someone’s why to their work, activating the default mode network, which governs self-referential thought and long-term motivation.

Workplace example:

• “Priya, your presentation helped the client see the value of our proposal more clearly. That likely tipped the decision in our favor.”
• “Eddie, your mentorship of the interns this summer created a ripple effect—three of them said it changed how they see their future career paths.”

Tip: This level fuels growth and fulfillment. It’s what transforms feedback from transactional to transformational.

Final Thought

Acknowledgment isn’t about flattery, it’s about neuroscience. When leaders and peers intentionally recognize presence, effort, and impact, they create a psychologically safe environment that allows the brain to thrive. And that’s where innovation, loyalty, and leadership grow.

At Peregrine Talent Development, we help organizations embed acknowledgment into their culture, not just as a nice-to-have, but as a strategic lever for engagement and performance. Want to explore how acknowledgment can transform your team? Let’s talk.

Suggested Reading & Listening Resources

• Lieberman, M. D. (2013). *Social: Why Our Brains Are Wired to Connect.* Crown.
• – Rock, D. (2009). *Your Brain at Work.* HarperBusiness.
• – Harvard Business Review: “The Neuroscience of Trust” by Paul J. Zak
• – Podcast: “WorkLife with Adam Grant” – Episodes on feedback and recognition in the workplace.
• – Center for Creative Leadership: Research on psychological safety and acknowledgment.