I do a variant of the suggestion that Andrew mentions. The weekly status email is for the stakeholders, only. I provide a major report once per major milestone (roughly monthly), highlighting the accomplishments of the team and key difference-making contributions by individual team members. During our various out-briefings, the team members also get to chime in. This seems to strike a good balance between bragging on the team members yet not making it sound so trite that I do it all the time and thus might desensitize the team members from doing good work, or that I’m patronizing. I’m still tweaking and refining this approach…seems to work so far.