I'm Abdel, a McDonald's crew member. People work better when they feel noticed, and what I have learned from the leaders I work alongside is that being fair matters as much as being generous.
Recognition programs, rewards, and policies may vary by market, franchise organization, and restaurant. Check what is available and appropriate where you work. This is general guidance.
Why recognition matters
Restaurant work can be fast and tiring, and it is easy for good work to go unnoticed. A sincere thank-you can tell someone that their effort matters. It also shows everyone else what good work looks like, which can be more useful than a rule or a reminder.
Recognition does not have to cost anything. Often, a few honest words are enough.
Why favoritism feels so bad
Unfair recognition can do more damage than none at all. If the same people keep getting noticed, others may wonder why they should bother. Some may assume that friendship matters more than effort. Others may stop trusting you, even if your intentions are good.
Favoritism is not always deliberate. It can happen because:
- You work with some people more often.
- Certain people are louder or more visible.
- You naturally get along better with some people.
- Some positions get seen more than others.
- Some people are better at telling you what they did.
The first step is to notice that this could happen to you.
Notice work that is easy to miss
A team member at the front counter is easy to see. It is harder to see the person who keeps the kitchen stocked or cleans the restroom without being asked. Try looking for:
| Often visible | Often missed |
|---|---|
| Speed during a rush | Restocking before anyone runs out |
| Handling a guest compliment | Staying calm with a difficult guest when nobody saw |
| A big effort at closing | Quietly doing the cleaning properly |
| Volunteering in a huddle | Helping a new team member during a break |
| Popular team members | Quiet, steady, reliable people |
You could also ask your Crew Trainers or other team members: "Did anyone help you out today?" You may hear about things that you would have missed.
Be specific
"Good job, everyone" can be pleasant, but it does not say much. Specific praise is more meaningful, and it is harder to dismiss as favoritism:
Thanks for restocking the sauces before lunch. It meant that the counter never had to stop during the rush.
I saw how patiently you helped that guest with the kiosk. That's exactly the type of service we want.
Tie your praise to actions and standards, not personality. This makes it clear that anyone could earn recognition by doing similar work.
Track your own habits
This may sound a little unusual, but it really can help. For a few weeks, keep a simple note of who you recognize and what for. Then check:
- Did I recognize people from each position?
- Did I thank people on different shifts?
- Are there people I have never thanked?
- Did I recognize quieter team members?
- Did I only notice the same types of work?
If someone is missing, do not invent something. Instead, pay closer attention, and look for a real reason to thank them. Do not store any private details about people in these notes, and follow any rules on records.
Recognize people the way they prefer
Not everyone likes the same thing. Some people enjoy being thanked in front of the team. Others find that embarrassing, and they would prefer a quiet word. You could simply ask:
When you do something great, would you prefer that I mention it to the team or just tell you directly?
There are many ways to show appreciation:
- A direct thank-you during the shift.
- A brief mention in a huddle.
- A note on a recognition board, if your restaurant has one.
- Telling the Restaurant Manager what someone did, while they are present.
- Offering a new learning opportunity.
Make sure that any rewards or prizes follow your restaurant's rules. Treats and small prizes can be fun, but they should be fair, and should not be seen as replacing real appreciation.
Avoid common traps
- Only praising the fastest people. Speed is not the only thing that matters.
- Recognizing someone who cut corners. It tells everyone that shortcuts are acceptable.
- Comparing people. "Why can't you all be like this person?" can cause resentment.
- Only thanking your friends. This is a quick way to lose people's trust.
- Giving it late. Try to say something soon after it happens.
- Forgetting the team. Sometimes it is a group effort, so say so.
- Being fake. People can usually tell when you are not sincere.
For more on these kinds of leadership traps, look at these common Shift Manager mistakes.
Being fair about opportunities
Recognition is not only about words. It also shows in who gets good shifts, training, and chances to grow. Try asking yourself:
- Who gets offered cross-training or new positions?
- Who gets the easier jobs, and who gets the unpleasant ones?
- Are people's schedules fair?
- Do people know how they could be considered for new roles?
Be open about how decisions are made, where you can. If someone feels overlooked, listen to them. Ask yourself whether they have a point, and explain what they could work toward. This guide on how leadership selection works may be useful in those conversations.
When someone complains about favoritism
If someone tells you that you are favoring certain people, try not to get defensive. Thank them for saying so, and ask for examples:
Thanks for telling me. Can you help me understand what you've noticed? I want to make sure I'm being fair.
You might not agree with everything, but you may discover something you can change. If a close personal relationship could affect your decisions, talk to your manager about it, so that decisions are seen to be fair.
Follow up later on anything that you said you would look into, so that the person knows you took their concern seriously.
Sharing interesting work is one form of recognition, and this guide on how to delegate explains how to do it well.
Final thoughts
Recognition does not have to be complicated. Look carefully, be specific, thank people for real actions, and pay attention to who you may be missing. Treat everyone by the same standards, and let people know how they can grow.
When a team knows that good work gets noticed no matter who does it, more people will want to do it.
