Research shows employee recognition and motivation go hand-in-hand.
In fact, we’ve known for decades that recognition in the workplace is an amazing tool for motivation and employee engagement – however workplaces seemingly still struggle to get recognition right.
This is your guide to understanding how to make employee recognition effective and meaningful, including examples and employee recognitions ideas.
Employee recognition is the act of appreciating and rewarding your employees for their contributions to your organisation.
To feel appreciated is one of the most important human needs. It’s within us all, and it shows that our work is valued and it matters.
Because each employee is unique, the way you recognise them in the workplace needs to be strategic and tailored to individual preferences.
Some may prefer receiving praise in public, while others will find a private expression more personal and meaningful.
It’s important to get to know your employees better so you can tailor your recognition appropriately.
Employee recognition surveys are great for identifying employees’ preferences when it comes to reward and recognition.
The way you express recognition can have a big impact on how the receiving employee or employees feel.
Making every employee shout-out heartfelt, personalised and specific really drives home how you feel and appreciate them.
Our tips for creating meaningful recognition:
I had one of the managers ring me just after we launched Stribe shout-outs, she said she had read one sent to her and cried with happiness. That will always stick with me. 
Employee recognition research is unequivocal – businesses perform better when their employees feel appreciated and valued.
In a study by Workhuman, 84% of HR leaders say an employee recognition program has created an increase in employee engagement.
It’s plain to see that recognition is a key part of good employee engagement practice.
Employees who feel recognised are more engaged, active and purpose driven in their jobs.
In a competitive worldwide market, companies are racing to gain any competitive advantage they can. So, naturally, you would think that because employee recognition is low effort, high reward, everyone would be incorporating this into their strategy.
Yet, it’s reported that so many employees are unhappy with how frequently they’re recognised at work.
Happy employees are productive employees.
And organisations where recognition occurs have 14% higher productivity level than those without – a considerable impact to keep in mind.
Studies also show that productivity is tied to an organisation’s profitability, driving success and giving them a competitive advantage.
According to Bain & Company, the best companies are “40% more productive than the rest, and have operating margins 30%-50% higher than their industry peers.”
Employee advocacy is the practice of reaching out to your audience through your employees.
Studies show that recognised and engaged employees have increased company loyalty, feel more optimistic about their companies future and develop into brand advocates.
People usually build stronger and more natural connections with other people than they do with brands. It’s also way more common for people to align their spending habits according to word-of-mouth recommendations rather than direct advertising – we’ve all heard the phrase “people buy from people.”
Social Media Today reported that “Content shared by employees receives almost 8x more engagement than content shared by brand channels.”
Don’t forget how strong employee advocacy can be.
There’s a popular saying that goes something like “people don’t leave bad jobs, they leave bad managers” – which to be fair is supported by many studies, citing poor management as the main reason an individual leaves a company.
However, this blinkered focus on relationships with management can lead organisations to forget other factors.
A Randstad study shows that 27% of employees leave their jobs because of lack of recognition!
Studies show that de-motivated employees average 2.17 sick days per month, while engaged employees only take 1.25 sick days per month.
If employees that feel valued take less time off due to stress, poor mental health and wellbeing, it’s important to make this a key company focus, benefitting both the employee and an organisation’s output.
Research by Psychology Today shows that key areas of the brain are affected by appreciation and gratefulness. Scientifically – the hypothalamus (which controls functions such as eating and sleeping, and the release of dopamine) is heavily affected from receiving praise.
Which means recognising and appreciating others can improve their wellbeing, create better sleep habits, increase their metabolism and decrease their stress!
Four in five (81%) employees say they’re motivated to work harder when their boss shows appreciation for their work.
Feel free to use this sample messaging when you’re appreciating your colleagues’ efforts.
Adjust the wording for either a public or private setting – depending on how the recipient prefers their recognition.
I’d love to say thank you to [employee’s name] for [his/her/their] efforts in supporting [team/department] with [specific details of project/task].
Your [personal strengths/ talent] really pushed this project forward and is making a real difference to [impact].
Thank you!
Stribe shout-outs help you and your colleagues celebrate every victory – big and small.
Shout-outs give everyone the ability to send easy and effective recognition. Accessible on mobile and desktop, they’re as simple as selecting who you want to recognise, telling them why, and clicking send! Making it easy for you and your colleagues to give those little messages of recognition that mean so much.
As with all parts of Stribe, privacy is always in the hands of the employee. If a colleague wishes, they can change their sent and received shout-outs to private at any time.
About the author
Lucy Harvey, COO at Stribe, has 11+ years’ experience in purpose-driven leadership roles across health, wellbeing, internal communications, employee engagement, and marketing. She is passionate about creating workplaces where people are happy, fulfilled, and feel comfortable and safe to talk.
