51% who get regular recognition recommend their company.
Employees are 18X more likely to produce great work when recognized. 
What’s the Cost of Failing to Recognize?
It’s not just a feel-good exercise – skimping on sincere praise for achievements damages real business outcomes like performance and retention:
Employees who don’t feel adequately recognized by their manager have worse productivity by 48%. 
The cost of replacing an employee due to voluntary turnover is 5.8%–213% of their annual salary on average.
Employees lacking recognition are 131% more likely to lose faith in management and company values. 
How Can Companies Improve Recognition?
Okay, so how can organizations enhance their employee praise game?
Here are some research-backed best practices to create a culture where recognition flourishes:
Recognize continuously – at least monthly. The most effective programs see managers recognizing employees 3x per month.
Make recognitions public to spread impact. Highlight people and their work in company meetings, newsletters, intranet sites. Public praise compounds the recognition.
Empower peer-to-peer recognition. Programs where employees can “like” or recognize teammates’ work breeds an open culture of appreciation by 36%. 
Use variety – monetary rewards, events, shoutouts, awards. Having options tailored to individuals keeps it meaningful.
Make it authentic. Recognitions must be sincere, not generic drivel. Specificity and truthfulness are key.
Should recognition be given privately or publicly?
Both private and public recognition have their merits. Private recognition allows for more intimate feedback between manager and employee. Public recognition can boost morale and motivate the wider team. Strike a balance between the two methods.
How can I recognize remote employees’ achievements?
Use digital channels like email
Chat and video calls to praise their work
Send e-gift cards for extra impact
Share wins publicly on the company intranet
Mail personalized notes or care packages
And fly remote folks in for on-site events
What makes employee recognition meaningful?
Recognition is most meaningful when it’s sincere, specific, timely, and aligned with what makes that employee feel valued. Get to know what motivates each person. Personalize the recognition and tie it back to goals.
Should managers encourage peer-to-peer recognition?
Yes, peer recognition can be very powerful. It fosters inter-team connections and a collaborative culture. Managers should train employees how to effectively recognize peers and provide the right digital tools to enable shoutouts.
How can I track the effectiveness of employee recognition programs?
To measure recognition program effectiveness, you can:
Issue surveys and review participation rates in recognition programs.
Monitor productivity and retention rates.
Solicit feedback from employees to understand engagement levels and opportunities for improvement.
Employees crave feeling genuinely valued through regular, sincere recognition.
While there is widespread consensus on the power and importance of appreciation, work still needs to be done to make praise more abundant and impactful.
The numbers prove recognition transforms workplace culture, productivity, and employee wellbeing.
By taking steps to celebrate achievements and highlight contributions consistently, companies will reap huge rewards in boosted morale, effort, and retention.
Rachelle is a digital marketer with experience in project management and marketing. She crafts content supported by data, advocating innovative solutions for job-seekers and professionals involved in hiring.