Similar to your first point but absolutely just calling out individual efforts and successes when they meaningfully move the needle.

This doesn't have to be formalised into a slot in an 'all hands' or 'TGIF' type meeting, if anything that takes away from the sincerity of it, sometimes. Can feel forced.

One particular point I want to emphasise: thank individuals for their work. Be very precise about attribution of credit. Don't thank managers publicly, even if they contributed meaningfully (if they did, thank them privately of course). Part of the deal of being a good manager is understanding that you take more responsibility than credit, so never say "thanks to <manager> and team for delivering X".

If a whole team contributed, thank each member in turn and try to pick out what they each specifically did. If you're not sure who in the team contributed, ask. Never say "thanks team" or "thanks guys" if only 1 or 2 people did any of the work.

For individual contributors nothing is more demoralising, and makes it clearer that people at the top of the company aren't really that interested in them, than this kind of misattribution of credit for the work they've put so much effort into. It's almost better to say nothing at all. This is really important and most companies and people running companies get it wrong.