Organizations should also measure recognition's success by examining how it impacts other key metrics (such as employee morale, productivity, employee retention, and engagement.) Though the latter metric is top of mind due to Gallup's recent data, AWI finds that 31% of companies still don't leverage recognition data to support employee engagement initiatives. This is a problem, as measuring specific business results (beyond recognition usage) is one of five must-haves for strategic recognition. If employee performance metrics aren't seeing much improvement even after aligning them with recognition data, based on HR leaders who say that their recognition programs drive measurable business results, AWI advises employers to take the following steps:

Embrace high quality, high quantity, low-monetary recognition – encourage employees to give meaningful praise frequently (even if these recognition moments don't include monetary rewards)
Don't set it and forget it: consistently promote and reevaluate your recognition program
Avoid giving employees another app to toggle through – integrate your recognition program with apps like Microsoft Teams and Zoom, so it's accessible in employee's daily flow of work
Power meaningful, personalized rewards at scale: praise employees how they want to be praised – and map these recognition moments back to core values

Empowering a dynamic workforce

Creating a future where every employee feels motivated, valued and inspired to achieve greatness is no small task. But, by examining the data, one thing is abundantly clear. Meaningful change is needed to address the global workforce engagement crisis. Luckily, a strong recognition program can move mountains — not only empowering a more engaged and resilient workforce, but also a stronger and more dynamic economy. Building this program all boils down to identifying the right, science-backed strategy.

Instant Insights /

Boosting employee engagement through recognition

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