BY AMY COOLEY We talk a lot in this industry about high standards. Clean cars. On-time pickups. Professional appearance. Seamless service. And that’s good! Those expectations are what set us apart. But if we’re being honest, it can be easy to fall short in recognizing the people who make it all happen behind the scenes and behind the wheel.
Here’s the truth: when employees feel unseen, underappreciated, or taken for granted, they check out. Sometimes they quit quietly. Sometimes they quit literally. And the good ones? They have options elsewhere.
But there is good news: Recognition doesn’t have to be expensive or elaborate. It just needs to be real, specific, and timely.
What Employees Actually Want
Forget the plaque on the wall or the once-a-year shout-out. Meaningful recognition is built into the everyday rhythm of leadership. It’s noticing the effort someone puts in—even if the outcome wasn’t perfect. It’s catching someone doing the right thing when no one’s watching. It’s saying “thank you” like you mean it.
Low-Cost Recognition Ideas That Work
You don’t need a big budget to make a big impact. Try these simple gestures to show appreciation:
Handwritten Thank-You Note
Leave one in the chauffeur room, on a desk, or in a vehicle after a long shift.
Team Shout-Out
Give a quick mention in a shift meeting, group text, or Slack or Teams channel.
Preferred Shift or Route Pick
Let a standout employee choose first during next week’s scheduling.
Coffee on Us
A $5 coffee gift card with a note saying “You were a rock star this week.”
Recognition from the Top
Have a senior manager or owner call or stop by to say “thank you” in person.
These small efforts go a long way in showing your team they’re valued.
Here’s what employees actually value:You don’t need a big budget to make a big impact. Try these simple gestures to show appreciation:
Handwritten Thank-You Note
Leave one in the chauffeur room, on a desk, or in a vehicle after a long shift.
Team Shout-Out
Give a quick mention in a shift meeting, group text, or Slack or Teams channel.
Preferred Shift or Route Pick
Let a standout employee choose first during next week’s scheduling.
Coffee on Us
A $5 coffee gift card with a note saying “You were a rock star this week.”
Recognition from the Top
Have a senior manager or owner call or stop by to say “thank you” in person.
These small efforts go a long way in showing your team they’re valued.
❱ Being noticed for going the extra mile
❱ Hearing from leadership when they’ve done something right
❱ Knowing their effort matters to the bigger picture
In short, they want to know someone’s paying attention.
Industry Examples: Everyday Moments Worth Recognizing
Let’s bring this down to street level—literally. Here are small, common actions that often go unnoticed but are absolutely recognition-worthy:
❱ A chauffeur arrives early, cleans the car, and double-checks the route and traffic, even though no one asked
❱ A dispatcher covers an unexpected absence without complaint and still keeps the day running smoothly
❱ A CSR spends extra time calming a nervous bride’s mother or helping a client with mobility issues
❱ A detailer flags a minor mechanical issue during cleaning that prevents a potential incident on the next run
❱ A chauffeur manager jumps in to train a new hire last-minute and gets them up to speed quickly
Each of these is a quiet win. And when leaders start acknowledging these actions, they multiply.
It Doesn’t Have to Cost a Thing
Sure, gift cards and bonuses are great when you have the budget, but what matters most is the gesture—and it costs you nothing to give genuine, specific praise.
Try:
❱ A handwritten thank-you note left in a vehicle
❱ A quick text or instant message after a tough shift: “You were amazing under pressure today—thank you”
❱ A shout-out during a stand-up meeting or group text: “Just want to give props to Latoya for handling that airport reroute like a pro”
❱ A short “thank you” call from the owner or GM—especially when someone normally reports to a supervisor
If you can offer rewards, even small ones like a preferred parking spot, early clock-out, or coffee gift card go a long way, as long as they’re tied to specific behaviors you want to see more of.
Better Praise Starts with Better Phrasing
Want your recognition to stick? Be specific. Here are a few phrases to get you started:
↹ “You really took ownership of that situation—thank you for stepping up.”
↹ “I noticed how you handled that client’s request calmly and professionally.”
↹ “You were exactly the kind of team player we needed today.”
↹ “Thanks for flagging that issue before it became a problem—great attention to detail.”
↹ “I’ve seen real growth in the way you manage tough runs. It doesn’t go unnoticed.”
Don’t underestimate the power of well-placed words. When people feel seen, they show up stronger.
Want your recognition to stick? Be specific. Here are a few phrases to get you started:
↹ “You really took ownership of that situation—thank you for stepping up.”
↹ “I noticed how you handled that client’s request calmly and professionally.”
↹ “You were exactly the kind of team player we needed today.”
↹ “Thanks for flagging that issue before it became a problem—great attention to detail.”
↹ “I’ve seen real growth in the way you manage tough runs. It doesn’t go unnoticed.”
Don’t underestimate the power of well-placed words. When people feel seen, they show up stronger.
Keep It Fair and Focused One caution: recognition should be earned, not expected, and it should be spread across your team. If the same two people get all the praise, others may disengage, even if they’re doing solid work.
Keep a mental (or actual) list of who you’ve recognized and when. Look for opportunities to spotlight those who don’t usually speak up or draw attention to themselves but are quietly dependable.
Also, be careful with vague praise. “You’re awesome” feels nice, but “Your calm tone with that upset client made all the difference” builds trust, morale, and clarity.
Build It Into the Routine
The best recognition isn’t reactive; it’s intentional. Make it part of your leadership rhythm.
❱ Start or end team meetings with a “shout-out” moment, although be aware that some employees would prefer one-on-one recognition
❱ Block 15 minutes on Fridays to send three quick notes or messages of appreciation
❱ Add a “recognition” line to your daily checklist or end of shift reports
When you do this consistently, recognition becomes part of your culture—not just a moment, but a message: We see you. We value you. We’re glad you’re here. You're important to the team.
Final Thoughts
Recognition isn’t about coddling: it’s about leadership. People who feel valued tend to give more, stay longer, and care deeper. That’s not fluff. That’s retention. That’s reputation. That’s the foundation of a high-performing team in a service-first business.
Start small. Be specific. Be consistent. Recognition that matters doesn’t take much, but it makes a world of difference. [CD0825]
Amy Cooley is HR Leaderfor The LMC Groups. She can be reached at
