The foundation of any company is its culture — the underlying elements that shape how employees feel, work, and engage with each other and the company’s mission. Especially now with the surge in hybrid and remote work, intentionally developing an inclusive, supportive corporate culture is more important than ever.
How do you go about creating a thriving culture of recognition? It’s a challenge workplace leaders are grappling with across industries. Recent data from Gallup reveals that only 2 in 10 U.S. employees feel connected to their company’s culture. This lack of connection is concerning, as employees who feel connected are four times more likely to be engaged employees and significantly less likely to look for new job opportunities.
The challenge is, building a strong recognition culture doesn’t happen overnight; it takes ongoing, strategic efforts to enhance the company values and deliver meaningful employee recognition. And it’s not just up to HR — every member of the organization has a role in shaping recognition strategies to improve employee engagement and organizational culture. This shared responsibility makes initiatives like building employee recognition especially powerful for building culture. When employees are appreciated for their contributions, it strengthens their connection to the organization and their colleagues, naturally leading to a more cohesive and positive workplace culture.
To really build a culture of recognition in your workplace, focus on these 4 key elements: peer-to-peer recognition, leadership involvement, aligning rewards to company values, points-based recognition and celebrating milestones and personal wins. Here’s how to do it:
Get employees to call out each other’s contributions and celebrate team wins. Recognition doesn’t have to come from the top—it’s just as meaningful when it comes from peers.
Use communication tools or platforms that have features like “shout-outs”, “kudos” or “appreciation walls”. These platforms and employee recognition programs make recognition visible, engaging and easy to participate in.
Choose systems that are simple and quick to use. The more accessible the process, the more likely your people will participate regularly.
When managers and leaders recognize their teams, it sets a great example. Leadership should regularly highlight the behaviors and values they want to see across the organization.
Make sure company values aren’t just words on a wall. Reinforce them through your recognition efforts so employees understand how their daily actions contribute to the bigger picture.
Publicly recognize employees who live your culture and values—whether through awards, shout-outs in company meetings or featured stories in internal newsletters.
Make sure your recognition efforts reflect what your company stands for. Reward behaviors that align to your mission, values and goals—not just outcomes.
Give clear examples of what value-driven behavior looks like and highlight how employees are being recognized for living those values.
Introduce a points-based system where employees can earn rewards for achievements—especially those that demonstrate your core values in action.
When recognition is tied to points—and points can be redeemed for real rewards—employees will engage more regularly and consistently.
Choose a platform that makes it easy to give and receive recognition, track progress and redeem points—all in one hub.
Give employees the option to choose what motivates them most—gift cards, branded swag, experiences or charity donations.
From work anniversaries and birthdays to promotions and personal achievements, take time to celebrate the moments that matter.
Go beyond generic messages. A handwritten note, a custom gift or a shout-out in front of the team can make recognition feel personal and special.
When recognition becomes part of your company culture, employees feel more connected, valued and motivated to do their best work.
