Why it matters
In one large study, the top 10% of employees gave 70% of all recognition — and reported more fatigue and fewer stretch opportunities. Checking who carries the culture, and rebalancing, protects your most generous people and grows the habit across the team.
How to run it
- Look at the load: who gives most of the recognition? Who receives most of the feedback requests?
- Spot the Unsung Heroes — people who give far more than they receive.
- Rebalance: cap feedback requests per person and route them more widely.
- Make the invisible visible: name cultural contribution in team meetings and performance conversations.
- Grow the base: teach quieter team members how to give specific recognition and useful feedback.
- Check again next quarter — is the load spreading?
Watch out for
- Publicly ranking people — use the insight to rebalance, not to shame
- Thanking the carriers but leaving their load unchanged
When not to use it
Keep any data aggregated and private; it is a team health check, not individual surveillance.
