Discover effective strategies for celebrating employee milestones in a diverse and inclusive workplace. This article presents expert-backed approaches to honoring achievements while respecting individual preferences. Learn how to create meaningful recognition experiences that resonate with every team member.
- Offer Personalized Celebration Options
- Empower Employees to Choose Recognition Style
- Tailor Recognition to Individual Preferences
- Ask First Approach to Milestone Celebrations
- Provide Flexible Recognition Alternatives
- Digital Platforms Enable Inclusive Celebrations
- Asynchronous Events Honor Global Team Milestones
- Respect Cultural Traditions in Work Anniversaries
- Personalize Celebrations Based on Employee Feedback
- Prioritize Dignity and Consent in Recognition
- Implement Personalized Approach to Work Anniversaries
Offer Personalized Celebration Options
We moved away from one-size-fits-all celebrations after realizing our traditional office parties excluded employees who don’t drink alcohol for religious reasons and anniversary gifts weren’t meaningful to all cultural backgrounds. Now we offer multiple celebration options for each milestone.
For work anniversaries, employees can choose between a team lunch, an extra PTO day, a charitable donation in their name, or professional development credit. We also ask about dietary restrictions and cultural considerations upfront rather than assuming everyone wants cake and champagne.
One example that opened our eyes was when a Muslim employee mentioned feeling excluded from our Friday afternoon celebration culture. We started offering morning coffee celebrations as alternatives and rotating celebration times to accommodate different religious observances and family obligations.
The key insight was asking employees directly how they prefer to be recognized rather than assuming what feels celebratory to us works for everyone. We now include a simple question in our onboarding: “How do you like to be recognized for achievements?” This has led to much more meaningful celebrations.
We also learned to separate milestone recognition from social activities. The recognition itself — public acknowledgment, written appreciation, advancement opportunities — should be universal, while the celebration format can be personalized.
Brittney Simpson
HR Consultant, Savvy HR Partner
Empower Employees to Choose Recognition Style
Celebrating milestones in a culturally sensitive and inclusive way begins with recognizing that people experience recognition differently. What feels affirming to one person might feel uncomfortable to another — and that’s why adaptability and empathy are essential.
One of the most effective approaches we’ve seen is giving employees the freedom to express themselves — and be celebrated — in a way that feels right for them. For example, we’ve seen colleagues share heartfelt video messages for someone’s work anniversary, while others keep it simple with a funny GIF, a photo memory, or even a short voice note. In one team, someone added a YouTube clip of a cultural dance that held special meaning for the recipient. These small, personal touches go a long way.
Some employees love a big group celebration, with everyone joining in to post messages on a shared board. Others prefer something more low-key and personal. One client gives team members the option to choose a private one-to-one message instead — perfect for those who shy away from the spotlight but still appreciate being recognized.
Another great example came from a global team where colleagues contributed in multiple languages to celebrate a teammate’s work anniversary — a beautiful way to reflect both the team’s diversity and the recipient’s background.
At the heart of it all is the idea of choice. When people can choose how they participate — and how they’re recognized — celebrations feel more meaningful, respectful, and true to the individual.
Tsvetelina Hinova
Co-Founder and Director, Thankbox
Tailor Recognition to Individual Preferences
We keep the framework consistent and the delivery flexible. Managers recognize wins at the right level (private note, team channel, or all-hands), while naming the specific contribution and its impact. We do this for both planned milestones and spontaneous moments (closing a tough role, signing a contract, unblocking a hard problem). It stays meaningful and aligned with our values, not performative.
We’ve also realized that not everyone wants the same kind of spotlight. Some enjoy a public celebration, others prefer a quiet message or a small gesture. By letting managers choose the format that fits the person, we avoid turning recognition into a checkbox exercise. In my view, the respect comes from meeting people where they are — making sure the milestone feels like it’s about them, not just about us as a company.
Ann Kuss
CEO, Outstaff Your Team
Ask First Approach to Milestone Celebrations
We make milestone celebrations personal instead of following a set template. People come from different cultures and backgrounds, so one kind of party doesn’t make sense for everyone.
Our approach is to ask first. When someone reaches a work anniversary, we inquire about what makes them comfortable. Some prefer a team lunch, others favor a quiet thank-you, or even a donation to a cause they care about. By offering choices, we avoid putting anyone in an awkward position.
We also keep group activities inclusive. A simple idea that works well is a shared meal where teammates bring food from their culture. It transforms a personal milestone into a team moment, and people enjoy learning something new about each other.
The main principle is respect. We don’t plan for the crowd; we plan for the individual. That small shift has made employees feel recognized in ways that actually matter to them, not just what’s easy to organize.
Vikrant Bhalodia
Head of Marketing & People Ops, WeblineIndia
Provide Flexible Recognition Alternatives
I believe the most important aspect is avoiding a cookie-cutter approach. Not everyone is comfortable with a large public celebration, and what feels meaningful to one person might feel awkward or even insensitive to another, depending on their background or culture. Instead of making assumptions, I try to focus on personalization and choice.
For example, when a team member reaches a milestone, I ask them how they’d prefer to be recognized. Some enjoy the spotlight and want a team gathering, while others would rather have something more personal — like a thoughtful note, a lunch with their manager, or even a donation made to a cause they care about. Another option we’ve offered is a flexible day off so they can celebrate in their own way.
By providing people with options, you create space for them to feel valued without putting them in a situation that might not align with their culture or comfort level. Ultimately, the goal is to make them feel genuinely appreciated — and that only occurs when recognition reflects who they are, not just what the company considers standard.
Kristin Marquet
Founder & Creative Director, Marquet Media
Digital Platforms Enable Inclusive Celebrations
At our organization, we recognize that employee milestone celebrations must be meaningful across our diverse workforce. We’ve found that utilizing digital platforms like Slack has been instrumental in creating inclusive recognition experiences that work across different time zones and locations. Our approach focuses on providing flexible celebration options that respect cultural differences while still honoring achievements in ways that resonate with each team member. We encourage local teams to customize milestone celebrations according to regional preferences while maintaining core recognition elements. This digital-first approach ensures that team members can participate in ways that feel authentic to them, regardless of where they’re located or their cultural background.
George Fironov
Co-Founder & CEO, Talmatic
Asynchronous Events Honor Global Team Milestones
The global composition of students and team members requires us to consider time zones and language differences. We changed important milestones into asynchronous events, which included short video appreciation videos alongside transcript files. The honoree determines which part of their story should remain private to the team and which student should receive a mentorship micro-grant. A highlight reel captioned with localized subtitles and two scheduled Zoom sessions at different times served as an inclusive measure to reach both Asian and American participants. The combination of time zone respect along with mentorship opportunities transformed the celebration into an opportunity for growth.
Joel Butterly
CEO & Founder, InGenius Prep
Respect Cultural Traditions in Work Anniversaries
In our healthcare company, we prioritize celebrating employee milestones in ways that feel personal and respectful of each individual’s culture and background. We begin by asking employees how they prefer to be recognized. Some people prefer quiet acknowledgment, so it’s better to always ask them rather than assume what they might like. We consistently ensure that every moment feels comfortable and meaningful for everyone.
For example, when a team member from a different cultural background reached a work anniversary, we inquired about their traditions or how they wanted it to be celebrated. Instead of a standard cake and card celebration, we organized a small gathering based on their culture or tradition. We ensure they will not only enjoy it but also find it memorable. It might be a simple approach, but it works for us and demonstrates how we value everyone as a person, not just for their role in the company. This approach builds stronger connections and ensures every celebration feels genuine and inclusive.
Blaz Korosec
CEO, Medical Director Co.
Personalize Celebrations Based on Employee Feedback
We value diversity and inclusivity in our workplace culture, especially when celebrating employee milestones. To ensure our celebrations resonate with all team members, we take a personalized approach. For example, on work anniversaries, we offer employees the option to choose a celebration that aligns with their cultural preferences. Whether it’s a group lunch, personalized gift, or a simple acknowledgement during team meetings, we make sure every employee feels appreciated and valued.
According to a recent survey by Deloitte, 59% of employees believe that organizations that celebrate milestones and achievements have a better sense of purpose and belonging. Additionally, we conduct regular surveys and feedback sessions to understand individual preferences, allowing us to tailor celebrations accordingly. We strongly hope this approach fosters a sense of belonging and enhances employee engagement and morale.
Jack Nguyen
CEO, InCorp Vietnam
Prioritize Dignity and Consent in Recognition
My experience with recovery showed me that dignity along with consent should always be the foundation. The event requires participants to give their consent before showing their work while also confirming their pronouns and setting photos to off by default until the honoree gives approval. Employees can choose to be recognized privately or through a team moment or by participating in a community give-back initiative during celebrations.
The colleague requested a personal note with individual appreciation alongside a donation to support their peer support group. We implemented this recognition while establishing an optional office session where team members could discuss their contributions to client success. The occasion remained relaxed yet carried deep significance. The practice of inclusion depends on various small, deliberate actions that people take.
James Scribner
Co-Founder, The Freedom Center
Implement Personalized Approach to Work Anniversaries
We always get permission from employees first before throwing a celebration for them. As fun as a surprise party may be for some people, I also know that a surprise party is some people’s worst nightmare! So, getting permission not only helps ensure that our employees are comfortable with being celebrated, but it also gives us a chance to run by our ideas to make sure their background/culture is respected.
Seamus Nally
CEO, TurboTenant