The value of workplace recognition

What employees want

Gallup’s report found employee recognition can have a range of benefits relating to employee satisfaction, engagement and retention.

For example, it was found that when recognition hits the mark in the eyes of employees, they are:

• 73% less likely to feel burned out at work,
• 56% less likely to be actively looking for a new job, and
• 44% more likely to feel that they are thriving in life in general.

Additionally, the report found that when workers are satisfied with the level of recognition they receive, they are substantially more likely to feel connected to their workplace culture, to be engaged at work and to see a path for future growth at their workplace. 

Despite the clear (and numerous) benefits of workplace recognition, it seems this isn’t actually a priority for many businesses.

For example, Gallup found 81% of business leaders reported that recognition is not a major priority for their organisation, while 73% admitted that their organisation doesn’t offer best-practice training for their managers in relation to employee recognition.

When it comes to employees, only 23% felt that they received the right amount of recognition for their work. 

How should recognition be given? 

Gallup’s findings make the value and benefits of workplace recognition very clear. So how exactly should these types of recognition be given?

The most effective forms of recognition can vary significantly between organisations, and some businesses may have their own particular approaches to this.

However, having formal systems in place can have clear benefits – such as giving recognition a higher degree of importance in your workplace. This might involve employee of the month ceremonies or annual awards ceremonies.

Financial incentives (such as gift cards) can also be worth considering and can help make employees more likely to see a future at their organisation. 

But workplace recognition shouldn’t just occur in these settings and for these reasons. Gallup’s findings suggest that most employees would like to receive recognition at least several times a month.

However, this number should really be understood as the “bare minimum” and there’s no such thing as “too much” recognition as long as it’s considered to be genuine.

It’s also important to remember that recognition should be personalised and equitable – for instance, some workers may feel uncomfortable being praised in front of co-workers, while others may enjoy the spotlight. 

In terms of equity, managers should be aware of perceptions that some workers may receive disproportionate levels of recognition in relation to their colleagues.

In this regard, Gallup found that only 26% of employees felt that they were receiving a similar amount of praise compared to colleagues who were performing at similar levels.