The power of recognition

Many organisations understand the value of a strong workplace culture but still struggle to engage their teams meaningfully. So, in the frantic scramble to attract and retain top talent, they invest heavily in competitive pay packages, glitzy workspaces, and generous perks. Yet research shows that what employees value most often comes at a lesser cost. The real motivator, they say, is to be seen, valued, and appreciated for who they are and the difference they make. 

 

Shaping these sentiments is the hybrid workplace, which combines the flexibility of remote work with the collaboration of in-person interaction. This evolution has empowered employees with greater autonomy and expanded companies’ access to diverse talent. However, it has also introduced new challenges in preserving connection, culture, and a sense of community. 

 

 

Why employee recognition matters more than ever 

When employees are out of sight, their contributions can easily go unnoticed. As today’s workforce becomes increasingly multi-generational, organisations must navigate a wider range of expectations around work, engagement, and recognition. Different generations bring distinct values, communication styles, and priorities, which means leaders need to be more intentional and adaptable in how they support, motivate, and connect with their people. 

 

Recognition, a powerful yet often underutilised strategy, helps close that gap, serving as a vital link between presence and impact. When implemented effectively, it strengthens relationships, reinforces company values, and sustains motivation across screens, offices, and time zones. 

 

In the UK, employee stress and disengagement remain critically high, with only a third of workers reporting they feel energised at work and an estimated £340 billion lost each year to disengagement. At the same time, recognition levels are at a five-year low, signalling a widening gap between employee effort and how valued people feel. Organisations that act now, by investing in meaningful, consistent recognition, are seeing measurable gains in morale, energy, and talent retention, while strengthening their ability to attract new employees in a continued competitive market. 

 

 

Recognition that actually works 

Milestones like promotions or work anniversaries deserve their moment, but small daily wins are just as important. Spotting the moments when someone meets a tight deadline, supports a colleague, or finds a creative way to solve a problem, reinforces the habits you want to see more of. 

 

Acknowledging personal highlights matters too. Recognising the things people care about outside work – whether a marathon run, a new home, or a new family member – shows awareness and empathy. These small recognitions often inspire the strongest loyalty and engagement. 

 

The difference between “thanks for your hard work” and “thank you for the way you handled that tricky client situation” is the difference between routine and real. Personalisation shows thought. A personal note recognising a specific achievement or a card marking a personal milestone signals genuine thought and effort, turning routine acknowledgement into something memorable. 

 

 

Know them to grow them   

Effective recognition starts with understanding what motivates each person and generation. Some might thrive on public praise; others may prefer a quiet word of thanks. A few will value professional development opportunities more than material rewards. There’s no one-size-fits-all formula. 

 

To recognise employees in a way that lands, leaders and managers must first take the time to understand them. Ask about their goals, listen to what they share about life outside work, and notice what energises them day to day. When people feel seen as individuals, appreciation carries far greater meaning and builds genuine connection. 

 

 

Be fair, consistent, and timely 

Recognition should never be a once-a-year exercise. Frequent, specific appreciation keeps motivation high and reinforces the behaviours that matter most. Regular feedback sessions, monthly shout-outs, or quarterly reviews all create structured moments for gratitude, but the most powerful recognition often happens in real time. 

 

Fairness also counts. Every role contributes to an organisation’s success, and recognition should reflect that. When praise isn’t limited to high-profile projects or the most visible performers, people develop a clearer sense of how their efforts connect to the bigger picture. That, in turn, drives pride and a sense of belonging. 

 

 

Why leaders must take recognition seriously 

Moonpig for business’s latest survey found that one in five UK employees have never been thanked at work, a telling reminder that recognition remains an underused management tool. Bridging that gap doesn’t require grand gestures or complicated programmes. The most meaningful recognition begins with consistent, authentic attention to the people behind the job titles. 

 

However, genuine appreciation becomes part of culture only through collective effort. It needs reinforcement from leaders, practical frameworks from HR, and a sense of ownership among all employees. When everyone plays a role in recognising one another, gratitude stops being a programme and becomes a habit. 

 

Ultimately, effective recognition isn’t about frequency of rewards; it’s about knowing when and how to notice people in meaningful ways. When employees feel seen for who they are and not just what they do, their motivation, commitment, and sense of belonging grow stronger. 

 

Even in times of change or uncertainty, taking the time to understand and celebrate your people remains one of the most effective tools a leader can use. 

 

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Laura Dixon, People Director at Moonpig 

 

Main image courtesy of iStockPhoto.com and BrianAJackson