Focus on the 4 forms of recognition at work and the challenges they present for companies

Recognition at work is a pivotal yet often overlooked part of the company experience. Feeling valued and appreciated for one’s efforts can make a world of difference to employee well-being, engagement and productivity. In return, promoting this culture of appreciation has a positive impact on the performance and the success of the company.

What is recognition at work?

Recognition at work is the act of appreciating and valuing the work carried out by an employee or a team. This approach takes into account both the efforts put in and the results achieved. It acknowledges not only the quality of work, but also personal commitment, skills and professional qualities of employees.

Employee recognition strategies can take many forms, which extend far beyond salary raises, financial incentives and promotions. To show appreciation and reward employees, management can:

• Give sincere thanks;
• Give constructive feedback;
• Praise the employee’s expertise;
• Take the ideas and suggestions of team members in consideration.

In addition to the benefits for the employees themselves, recognition at work also has a positive impact on the company. It contributes to creating a climate of trust in the workplace for a more pleasant work environment. It also strengthens employee engagement, improves the quality of work, and can even reduce the employee turnover rate, as it is a great way to help in the retention of talent. Therefore, it is a powerful tool for fostering team cohesion and enhancing business performance.

However, for it to be truly effective, recognition at work needs to be sincere and authentic. It is quite easy to tell the difference between forced compliments and genuine marks of appreciation.

The 4 forms of recognition at work

Recognition at work is not limited to a mere gesture of courtesy or politeness. It carries significant implications for both employee well-being and business performance. There are different types of recognition, divided into four main forms – each holding its importance and place within the organisation. Their implementation may vary depending on the context, the company culture and the specific needs of the employees.

Existential recognition

This form of recognition at work refers to the appreciation of the individual as a whole, beyond their professional role. It involves making them feel that they are recognised and valued for who they are, and not only for what they do or produce. This involves respecting their individuality, values and personal aspirations.

In a company, this can be manifested by:

• Active listening;
• Opening up the dialogue to encourage communication;
• Considering everyone’s opinion.

Acknowledging an individual in their entirety fosters in them a sense of respect and of belonging to the company, thus contributing to a better quality of life at work and employee experience. It can also reduce the risk of mental distress and strengthen the mental health of employees.

Recognition of work practices

This approach appreciates the individual’s or team’s work process. It focuses on work methods, organisation, effectiveness, and innovation in task accomplishment. Recognition of work practices could be demonstrated by:

• Regular feedback;
• Constructive criticism;
• Suggestions for improvement.

Rewarding an employee or a team for their work process encourages innovation and efficiency in the company. It can lead to continuous improvement in work quality and increased job satisfaction for employees.

Recognition of work commitment

Recognition of commitment emphasises the level of engagement that employees put in their work. It rewards the passion, devotion, and personal effort they put into completing their tasks. This can be expressed by:

• Words of encouragement;
• Praise for the effort made;
• Flexibility measures to facilitate work-life balance.

Recognising their engagement is an excellent way to motivate employees and to increase their loyalty towards their company. This positive reinforcement can lead to greater team stability, encourages employee retention, and boosts the company’s overall performance.

Recognition of results

As the name implies, this form of recognition at work focuses on the results achieved by an employee or a team. These could be the success of a project, the achievement of targets, or the contribution to the performance of the company. A manager’s appreciation of their team’s work can be shown by:

• Rewards;
• Promotions;
• Public recognition.

Recognising results can lead to increased productivity and efficiency by strengthening the connection between the efforts made by the employees and the company’s goals. It can also contribute to creating a culture of productivity and excellence.

Recognition at work is a powerful lever of engagement and performance. By understanding and integrating these different forms of employee appreciation, managers can create a positive and productive working environment, where employees feel valued and motivated.

How to achieve recognition at work?

Gaining recognition at work depends on numerous factors, including company culture, managerial leadership, and of course, the actions of the employees themselves. Here are some tips to help them be recognised for their work.

Getting involved

It may be obvious, but first, employees need to deliver quality work. This implies being involved, committed, and conscientious in their tasks. They have to show their dedication and motivation and demonstrate their skills and expertise.

Taking initiatives

People who show initiative are often those who are the most recognised. Employees should not hesitate to propose new ideas, take charge of projects, or solve problems. Being proactive and showing autonomy and creativity can help them stand out.

Communicating with superiors and colleagues

Another way for employees to gain recognition from their team and superiors is to make their achievements and contributions known. However, they should avoid boasting or overtly comparing themselves to others. The goal should be to show how they have contributed to the progress of the project and the performance of the company.

Asking for feedback

Employees who haven’t received feedback on their work for some time can take the initiative to request it. This feedback is essential, as it will help them to appreciate how they can improve their performance and increase their chances of being recognised. It also shows their level of involvement in their work.

Encouraging peer recognition

Recognition is not a one-way street. To be recognised, employees also need to acknowledge and value the work of others. This approach can contribute to creating a positive and collaborative culture within teams and make everyone feel appreciated and valued.

Recognition at work is a practice that requires time, attention, and empathy, but the benefits it brings are invaluable. It is an essential investment for the well-being and fulfilment of all employees, and for the overall success of the company.

To delve deeper into understanding these challenges, download our “Well-working­­” white paper.