Feeling valued at work makes the difference between whether an employee stays or leaves. Jo Werker, CEO at Boostworks, a provider of employee reward and recognition, outlines the power of recognition in a new era for workplace culture.
One thing remains constant in today’s rapidly evolving workplace: the need for employees to feel valued and recognised. With the traditional workplace transformed by remote work, global talent and shifting priorities, business leaders are faced with the challenge of fostering a connected and engaged workforce. Recognition, it turns out, is the key to unlocking that engagement.
Setting the scene for a thriving workplace culture
Our latest research, The Heart of Workplace Engagement, involving 3,000 HR professionals, C-suite executives and employees across the UK, shows that an overwhelming 70% of employees report that emotional connections play a significant role in their recognition. Yet, fewer than half (42%) feel they receive adequate recognition from their CEOs. This gap between leadership intent and employee experience speaks volumes about how recognition strategies need to be reimagined.
Why are empathy and recognition so deeply entwined and why does it matter? In essence they both fundamentally acknowledge and value the human experience. Empathy involves understanding and sharing the feelings of others, which fosters a supportive and inclusive environment. When leaders and colleagues demonstrate empathy, they validate the challenges and contributions of their peers, creating a sense of belonging. Recognition, on the other hand, is the act of appreciating and rewarding these contributions. When employees feel understood and valued through empathetic interactions, recognition becomes more meaningful and impactful, leading to higher morale, increased motivation and a stronger, more cohesive workplace culture.
The importance of understanding company culture
From an early age, we seek recognition from parents, teachers and friends. Our desire for positive affirmation is so strong, especially during developmental periods, that neutral reactions can be interpreted as negative. Unsurprisingly, this need for recognition persists as we transition into the workplace. Nothing describes this better than Maslow’s Hierarchy of Needs, particularly the social and esteem levels.
At the social level, Maslow highlights our need for love, acceptance, belonging and at the esteem level, the need for appreciation and respect becomes prominent once our basic needs are satisfied. It is crucial for individuals to gain respect and acknowledgment from others, as this fosters a sense of accomplishment and personal worth. Participation in professional activities, academic achievements and personal hobbies contribute to fulfilling these esteem needs. When individuals achieve good self-esteem and receive recognition from others, they tend to feel confident in their abilities. Conversely, a lack of self-esteem and respect can lead to feelings of inferiority.
Therefore, recognition in the workplace is essential for maintaining motivation and wellbeing. It is not merely about acknowledging achievements but about fostering a sense of belonging and emotional connection; fundamental human needs.
Line managers: the unsung heroes
One of the most compelling findings from the research is the pivotal role of line managers. While CEOs often serve as figureheads for culture, it’s line managers who are on the frontlines, recognising and motivating employees. In fact, from our research we noted that 51% of employees cited direct recognition from their managers as having the most positive impact on their morale.
Bridging the gaps
HR professionals and business leaders must take a more proactive role in closing the gap between recognition expectations and reality. It’s no longer enough to rely solely on financial rewards; employees crave personal, timely and emotional recognition. A structured, yet flexible, approach to rewards – one that incorporates peer-to-peer recognition, manager feedback and even cultural celebrations – can make all the difference.
Additionally, business leaders must communicate their company’s mission, values and purpose clearly. Shockingly, just 23% of employees fully understand their company’s mission and purpose, which disconnects them from their work and recognition efforts.
Driving success through emotional connection
The bottom line is clear: recognition drives engagement, and engagement drives business success. By fostering a culture where recognition is ingrained in daily operations, rather than reserved for annual bonuses, business leaders can inspire greater loyalty, creativity and productivity. And it all starts with managers, the unsung heroes of the recognition process.
If businesses want to thrive in the modern world, they must transform recognition into an everyday action, embedding it into the heart of workplace culture.
Here’s my top five tips on how to foster empathy and enhance recognition in your organisation:
- Implement a personalised and timely recognition programme – acknowledge employee achievements – including manager feedback, peer-to-peer recognition and public acknowledgments during team meetings.
- Enhance communication channels – Ensure employees can easily convey their needs and concerns to leadership through clear and open channels. This can be facilitated through regular check-ins, feedback sessions and anonymous surveys.
- Equitable recognition practice – Review and adjust practices to ensure they are fair and equitable across all levels of the organisation. Transparency in how recognition is awarded can help mitigate feelings of bias.
- Foster a culture where appreciation is fundamental part of the daily environment – Encourage leaders to adopt appreciative behaviours and recognise contributions from all team members in the moment, regardless of their level or tenure.
- Career development opportunities – Employees highly value career growth, and recognition programmes should include pathways for and align with, professional advancement.