Recognition has quietly become one of HR’s most powerful, yet underused, tools.
What was once seen as a ‘nice-to-have’ is now proven to drive engagement, retention, wellbeing, and productivity — especially in today’s hybrid world, where it can be harder to maintain meaningful connections.
If you’ve ever wondered how to measure employee engagement, recognition is an excellent place to start. The O.C. Tanner 2025 Global Culture Report — surveying over 38,000 employees globally, including nearly 5,000 in the UK — found that employees who are recognised regularly are:
For HR and reward leaders, the message is clear: if you’re asking yourself why employee engagement is important, the answer is simple — because engaged employees perform better, stay longer, and contribute more. Recognition is a crucial part of that strategy.
Below, we explore ten ways strategic recognition is evolving — and how to create an impactful employee recognition scheme that keeps your people motivated, connected, and thriving.
Recognition isn’t just a feel-good perk — it’s one of the most cost-effective ways to build loyalty, strengthen culture, and drive performance.
The most successful organisations treat it as a core business strategy aligned with company goals.
Strategic takeaway: Make recognition a leadership-level priority and track its impact on employee engagement, retention, and wellbeing.
Recognition is shifting from being an occasional gesture to an everyday habit. In high-performing organisations, it’s woven into regular routines — team huddles, project wrap-ups, and even onboarding.
This is especially critical in hybrid workplaces, where colleagues are less visible.
Strategic takeaway: Use technology that enables real-time, values-based recognition awards for employees every day.
Waiting for quarterly reviews or annual appraisals to say “well done” risks missing the moment.
Recognition is far more impactful when it happens in real time.
Strategic takeaway: Use tools that let managers and peers deliver recognition awards for employees instantly, while achievements are fresh.
Recognition doesn’t just need to flow from managers. When employees recognise each other, it builds authenticity, trust, and shared accountability for culture.
Employee recognition examples include peer-nominated awards like “Culture Champion” or “Unsung Hero.”
Strategic takeaway: Encourage peer-to-peer recognition as a key part of your employee recognition scheme, fostering inclusion and collaboration.
If you’re considering how to measure employee engagement, start with your recognition data. Tracking who is recognised, how often, and for what reveals cultural patterns and highlights any gaps in inclusion.
Strategic takeaway: Incorporate recognition metrics into your people analytics to make data-driven decisions.
Generic praise like “Great job!” quickly fades. Recognition is more meaningful when it connects specific actions to a clear impact.
For example: “Your Q2 presentation clarified our client strategy and helped us close the deal — thank you.”
Strategic takeaway: Recognise outcomes, not just effort, and clearly explain why the contribution mattered.
Recognition works best when it feels personal. Some employees appreciate public praise; others prefer a quiet thank-you.
Personality, culture, and neurodiversity all influence what feels meaningful.
Strategic takeaway: Equip managers to adapt their style and use platforms that let employees set preferences for how they’d like to be recognised.
Recognition backed by meaningful rewards packs even more punch when employees can choose what matters most to them. The same old voucher won’t excite everyone.
Employee recognition examples of meaningful rewards include a points-based system with broad redemption options (from wellness perks, charitable donations or experiences).
Strategic takeaway: Design your employee recognition scheme to offer choice and flexibility in rewards.
It’s easy to focus on high-profile wins, but consistent, everyday contributions matter just as much.
Recognising these daily efforts helps employees feel seen and valued, not just the star performers.
Strategic takeaway: Encourage managers to highlight behind-the-scenes work as part of your employee recognition scheme — it promotes equity and keeps morale high.
Recognition resonates most when it ties individual actions to the company’s mission, values, and bigger picture.
This is particularly powerful during periods of change, helping employees see how their work contributes to shared goals.
Strategic takeaway: Use recognition awards for employees to reinforce purpose, strengthen resilience, and keep employees aligned with organisational values.
Done right, recognition isn’t just a moment — it becomes a movement that drives engagement, resilience, and a thriving workplace culture.
If you’re asking yourself why employee engagement is important, it’s because engaged employees are more productive, resilient, and loyal, and a thoughtful employee recognition scheme, backed by regular recognition awards for employees, is one of the most effective ways to achieve it.
At FlexGenius, we help organisations turn these principles into practice. Our platform makes it easy to embed recognition into daily routines, empower peer-to-peer appreciation, and deliver meaningful, flexible rewards that employees actually value. Whether you’re looking to boost morale, improve retention, or simply celebrate the people who make your business possible, FlexGenius provides the tools to build an impactful employee recognition scheme — and a culture where everyone feels seen and supported.
For more information or to see how FlexGenius can help you build a thriving culture, book a demo today.
For further information, please email enquiries@avantus.co.uk or call 0800 652 4745.