The Power of Recognition: How we Establish our Culture at Kent

At Kent, we often speak about creating safe and meaningful workplaces where our people can grow, contribute, and make a real difference wherever they work in the world. But if we take a step back, one of the simplest and most powerful ways to bring this vision to life is also one of the easiest to overlook... the power of authentic recognition.

I was recently reflecting on the work of Christopher Littlefield (I’d recommend anyone to explore his research). He speaks powerfully about recognition not just as a customary “thank you,” but as a way to create conditions for people to authentically connect. Recognition, for both parties, is a chance to see each other’s humanity and have the sort of meaningful interactions that fuel sustainable connection and true support at work.

Everyday recognition

This struck such a chord with me because recognition, at its core, is not about trophies or awards, even though we often revert to these concepts. It is much closer and more accessible to us all every day. It is about the moments where we pause long enough to notice, to appreciate, and to acknowledge the contributions of others. Those moments build trust in teams, they help us feel appreciated, and they remind us that what we do here matters.

The risk of overlooking recognition

The truth is, as colleagues and as leaders (and I include myself here), we sometimes unintentionally neglect our best people. We assume all is well because they are capable, reliable, and consistent. Yet capability is not the same as being valued, and assumptions are no substitute for recognition.

When we overlook recognition, we miss the opportunity to strengthen connections. We miss the chance to remind people that their efforts are not only noticed but deeply appreciated. And over time, that gap can quietly erode the very culture we are all working so hard to build. Without actively recognising and supporting each other during good and difficult times, we risk creating a culture that is… mellow, a bit vanilla. Not bad, but also not the best.

By continuously strengthening our connections and grounding them in trust, we create the foundation to handle difficult conversations when they arise. These conversations are inevitable, and at some point in our careers we will all find ourselves on either the giving or receiving end. Yet, within strong teams, these discussions become less daunting. They are not driven solely by performance demands, but by genuine care for one another and a shared commitment to growth.

A call to action

My call to each of us, whether you are a team member in a project offshore, leading operations in the field, or part of an engineering or function team in our offices is this: don’t wait for formal moments to recognise others. Recognition is most powerful when it is timely, specific, and genuine.

Tell your colleague how their input helped you solve a problem. Acknowledge the safety officer who spotted a risk before it became an incident. Thank the finance team who stayed late to close the month, and the payroll team for ensuring we are all paid on time. And take a moment to check in on the team member who always seems fine, because often they’re carrying more than we realise.

Recognition as culture

Recognition is not a soft skill. It is an essential tool that we all have access to. It is a relationship driver and a culture shaper. It is one of the most human acts we can bring into the workplace.

At Kent, we are not just building projects. We are building communities, relationships, and opportunities that can change the world. Recognition ensures that during deadlines and delivery, we don’t lose sight of the people around us who make it possible.

So let’s commit, together, to making recognition a habit and let’s also make having a difficult conversations a habit. In both cases because we truly care about each other. Let’s create the kind of meaningful connections that sustain us, inspire us, and remind us that we are stronger together.