Employee Recognition Programs

HR: Employees are leaving jobs. CFO: Do we have data on why they’re leaving? HR: Yes. 70% of our turnover is tied to unmet needs like growth, recognition, and flexibility. CEO: But how much does it actually cost us when they leave? HR: Each lost employee costs 1.5x their salary to replace, not to mention the productivity gap. CEO: We need to reduce spending. We can't spend on engagement programs. CFO: What’s the impact of these engagement programs on retention? HR: Programs focused on growth and recognition have reduced turnover by 25%, saving us $3M annually. CEO: Are there other benefits to meeting employee needs? HR: Absolutely. Employees who feel valued are 30% more productive and report higher satisfaction. CFO: What about profitability? CHRO: Engaged teams generate 21% higher profitability. It’s not just about keeping them. It’s about keeping them productive and motivated. CEO: So cutting back on programs that meet employee needs could cost us more? CFO: The data shows there’s a significant financial impact. HR: Meeting employee needs isn’t just an expense. It’s an investment in retention, productivity, and profit. The lesson? Employees quit when their needs go unmet, whether it’s for growth, recognition, or flexibility. Invest in your employees.

Happy Employee Appreciation Week (EAW for short)! At Chase, we know that appreciation is more than just a yearly event—it’s a daily commitment. It means acknowledging the small, often unnoticed efforts that contribute to our success and expressing gratitude for the hard work that might not always be visible but is crucial to our achievements. In our fast-paced environment, recognition is essential. It fuels motivation, engagement, and a sense of belonging. As we kick off EAW this year, I want to highlight the importance of recognizing and valuing our incredible team members every day and share how I show appreciation – emojis and exclamation marks (and the occasional BOOM)! I love getting updates on achievements via email and use it as an opportunity to quickly thank our team and celebrate their success. Our jobs are hard! We’re breaking down big, complex challenges, at incredible scale and a positive and upbeat attitude supports and inspires people. I bring that to every interaction I have – particularly those that are in the thick of this work – as I know it inspires me when I experience the same. Here are some ways I do that: 1. Be Timely and Specific: Recognize achievements as they happen. Specific feedback is more impactful than generic praise (e.g., “You’re doing a great job” vs. sharing specifically what is great about the work that’s being done). 2. Personalize Your Approach: Understand what forms of recognition resonate with each team member. Tailor your appreciation to their preferences. Some folks prefer to be recognized privately vs. sharing praise in a big group setting and vice versa. I’ve also found some folks appreciate a written thank you more than saying it in a meeting. 3. Encourage Peer Recognition and Lead by Example: Foster a culture where colleagues appreciate and recognize each other by doing it yourself. Celebrate other peoples’ wins. Peer recognition can be incredibly powerful (and it helps boost morale and motivation, too). On that note, thank you to all my amazing Chase (and JPMorganChase) colleagues for your hard work, dedication, and passion. You inspire me every day, and I am grateful for everything you do. Let’s celebrate you this week and every week! 🎉 #EmployeeAppreciationWeek #Gratitude #Recognition

Too often, work goes unnoticed. But people want to be seen. A recent statistic had me thinking: 37% of employees claim that increased personal recognition would significantly enhance their work output. This insight comes from an O.C. Tanner survey, which leveraged 1.7 million responses from employees across various industries and company sizes. Beyond just feeling nice, recognition emerges as the most impactful driver of motivation. It makes real-time feedback, personal appreciation, and meaningful rewards not just nice-to-haves — they're must-haves to fuel performance. Here are concrete ways you can supercharge your recognition efforts to resonate deeply with your team: (1) Spotlight Specifics: Highlight specific achievements. Hilton’s Recognition Calendar equips managers with daily actionable ideas that turn recognizing real accomplishments into a routine practice. (2) Quick Kudos: Swift praise is so important. Timeliness in recognition makes it feel authentic and maintains high motivation levels. (3) Tailored Cheers: Personalize your appreciation. Crowe's "Recognize Alert" system enhances recognition by transforming client praises into celebratory moments, encouraging recipients to pay it forward. (4) Genuine Thank-Yous: Don't underestimate the power of small gestures. Regular acknowledgments, whether through handwritten notes or intranet shout-outs, create a culture where appreciation is commonplace. You do it, others will do it too. (5) Big Picture Praises: Connect individual achievements to the company’s larger mission. Texas Health Resources celebrates personal milestones with personalized yearbooks that link each person’s contributions to the organization’s goals. Using these practices genuinely and consistently can make every team member feel truly valued and more connected to the collective mission. Each act of recognition builds a stronger, more engaged team, poised to meet challenges and drive success. #Recognition #Appreciation #FeelingValued #Workplace #Culture #Innovation #HumanResources #Leadership Source: https://lnkd.in/e8jUtHZH

Remote work challenge: How do you build a connected culture when teams are miles apart? At Bunny Studio we’ve discovered that intentional connection is the foundation of our remote culture. This means consistently reinforcing our values while creating spaces where every team member feels seen and valued. Four initiatives that have transformed our remote culture: 🔸 Weekly Town Halls where teams showcase their impact, creating visibility across departments. 🔸 Digital Recognition through our dedicated Slack “kudos” channel, celebrating wins both big and small. 🔸 Random Coffee Connections via Donut, pairing colleagues for 15-minute conversations that break down silos. 🔸 Strategic Bonding Events that pull us away from routines to build genuine connections. Beyond these programs, we’ve learned two critical lessons: 1. Hiring people who thrive in collaborative environments is non-negotiable. 2. Avoiding rigid specialization prevents isolation and encourages cross-functional thinking. The strongest organizational cultures aren’t imposed from above—they’re co-created by everyone. In a remote environment, this co-creation requires deliberate, consistent effort. 🤝 What’s working in your remote culture? I’d love to hear your strategies.

Recognition doesn’t have to be grand—but it should always be genuine. I saw this parking sign today: “Reserved Parking – Chili Cookoff Champion.” It made me smile, but also reminded me of something deeper. Recognition, when it's valid, sincere, and meaningful, can have a powerful impact on someone’s sense of purpose and belonging. As leaders, we often get caught up in goals, metrics, and deadlines. But the simple act of recognizing someone’s hard work—publicly or privately—can be a catalyst for engagement, motivation, and retention. Want to start? Try these: write a handwritten thank-you note, give someone the floor in a team meeting, share their win with a broader audience, or yes—even reserve a parking spot in their honor. Celebrate the people who help you win. It matters more than you think.

During LinkedIn Live earlier this week, I shared my perspective that most leaders do a poor job offering meaningful recognition. I had this cartoon drawn to illustrate what I see as a major miss. Maybe it's not as bad as the cartoon, but not far off. At best, leaders aren't strategic about recognition. At worst, they miss the benefits altogether. Here's how to do it right and use recognition to drive results and change. Recognition is an underrated tool to drive performance. The ROI for leaders is exceptional because learning to use recognition strategically costs you nothing. Recognition can be used very effectively to create change, replicate success, and establish new behaviors across your organization. Here’s how: 1.    Spot the win. Acknowledge the specific behavior you observed, and the more details you include, the better. 2.    Link the act to the impact. Did it resolve a problem? Streamline a process? Hit the KPI? Make the connection from behavior to outcome. 3.    Make it personal. Express excitement, enthusiasm, gratitude, or satisfaction. Let them know what they did matters to you. 4.    Ask for an encore. It’s not just about praise. Get them (and others) to do it again. This is how behaviors to take hold and spread throughout an organization. When success happens, offer recognition, not as just a pat on the back but as a catalyst for the changes you want to see. #recognition #leadership #results #leadershipdevelopment #businessgrowth

Appreciation. We thrive on knowing others value our knowledge, contributions, and friendship. Humans want to be validated that they matter. This is critical to having an engaging and productive work culture in your organization. As there is a day for everything, today March 1st is National Employee Appreciation Day. Events are happening at many organizations today to recognize employees for their accomplishments. I was thinking about the risks of not sharing these accomplishments throughout the year. If positive feedback only occurs annually, what can be done about the other 364 days of the year? Research confirms time and again that employees who feel valued and appreciated have higher productivity and have longer tenure with their company. Lower employer turnover reduces costs. Instead of offering suggestions on how to celebrate Employee Appreciation Day, I thought I would offer actions that can be done throughout the year to have sustainable employee appreciation. They are: ➡️Call the team member to say thank you in real-time and explain how their efforts made the project better ➡️Have a standing agenda item for team meetings/townhalls to recognize employee achievements ➡️Have your team submit suggestions for employees they work with outside of your department to acknowledge how these fellow employees make your efforts better ➡️Have a team event during the year like a lunch or community activity that supports your organization’s values for appreciation and recognition. Do not wait to share feedback with your team once a year. Recognize their contributions in real time so they never feel uncertain about the value they have to you and your organization. #RiskManagement #LITrendingTopics #EmployeeAppreciationDay #Leaders Longview Leader Corporation

Keeping top talent isn’t about offering the biggest paycheck. It’s about offering the deepest respect. I’ve seen this play out over and over: Talented people walking away, Not because of money, But because they felt invisible. Most teams lose their best people because: ↳ They assume salary is enough ↳ They skip real recognition ↳ They expect loyalty without care But retention isn’t luck. Retention is built. 1/ Before They Think of Leaving It’s already too late. ➡️ Daily Recognition ↳ Praise their impact, not just effort ↳ Be specific: what did they actually do well? ↳ Celebrate wins in public ↳ And give feedback that helps them grow ➡️ Career Pathing ↳ Don't wait for them to ask "what's next?" ↳ Create visible growth ladders ↳ Offer projects that stretch, not just stress ↳ Make it easy to see a future at your company ➡️ Emotional Safety ↳ Are you listening when they speak up? ↳ Do they feel safe failing, learning, trying again? ↳ Respect isn’t just words, it’s culture in action 2/ During Moments That Matter The best companies don’t wait for exit interviews to start listening. ➡️ Milestones ↳ Promotions, birthdays, even tough seasons ↳ A simple “we see you” goes a long way ↳ Gratitude shouldn’t just be annual ➡️ Manager Check-ins ↳ Are they challenged? Bored? Burnt out? ↳ Ask. Then act. ↳ Growth talks > performance reviews ➡️ Team Culture ↳ Respect everyone’s time and boundaries ↳ Celebrate contributions, not just personalities ↳ Create space for quiet talent to shine too 3/ When They’re at Their Best That’s when they need the most support. ➡️ Don’t over-rely ↳ Top performers aren’t machines ↳ Give them rest. Give them space. ↳ Or they’ll go where they’re nurtured, not used ➡️ Pay Fair, Not Just High ↳ Transparency builds trust ↳ Compensation should match impact ↳ But value goes beyond money Remember: People don’t just stay for the perks. They stay where they feel valued, seen, and supported. What’s one thing your best boss ever did to make you feel valued? Drop it in the comments 👇 🔁 Repost this if you lead a team, or want to someday. ➕ Follow me for more people-first hiring & leadership insights.

I almost lost my best employee over 2 words. Sounds dramatic, right? But it’s true. They were quiet. Reliable. The person who always showed up, always delivered, and never asked for praise. I assumed they were fine. After all, they never complained. Then one Tuesday, I casually said: “Your calm during last week’s crisis saved us. Thank you.” Their face changed. Their energy shifted. Suddenly, their work seemed bolder, their ideas louder, and their confidence stronger. Those two words changed everything. Too many leaders underestimate the power of recognition. ➔ 78% of employees say being thanked motivates them to work harder. (Gallup, 2024) ➔ 54% of employees would stay longer at companies that regularly recognize them. (Workhuman, 2023) ➔ Yet 60% of employees go weeks without hearing a simple “good job.” (O.C. Tanner, 2024) People don’t just leave for better pay; they leave when they feel invisible. Here’s How I Weaponize Gratitude Now 1️⃣ The 10-Second Rule ↳ When you notice something good — say it now. ↳ Don’t wait until the next meeting or review. Those small moments build trust. 2️⃣ Public Praise ↳ Don’t just save feedback for “corrections.” Celebrate wins — even small ones — in front of others. ↳ That quiet team member? They’re watching. 3️⃣ The “Why” Rule ↳ Skip the empty “good job.” Be specific. ↳ “Thank you for staying late — it made a huge difference for the launch.” Gratitude isn’t fluff. It’s fuel. 💥 It sparks engagement. 💥 It builds loyalty. 💥 It keeps your best people from quietly walking out the door. So here’s my challenge to you: Who’s the quiet star on your team that deserves a shout-out? Tag them below! 👇 P.S: hopefully this is the last day I'll wear this for the winter:-) ♻️ Repost with someone who needs this! 📌 Found it helpful? Save for later. 👉🏻 Follow Glenda Carnate for more tips on leadership! #leadership #entrepreneurship #innovation #data #ai 

Most people don’t quit because of the work. They quit because they feel unseen. I learned that the hard way as a leader. Years ago, I had a team member carrying more than her share. No complaints. No spotlight. But the impact was huge. One day I said in a meeting: “None of this would’ve been possible without your work behind the scenes.” She later told me it was the first time she’d felt seen at work. That five-second moment mattered more than any bonus. Here are 7 ways to show appreciation at work (with the nuance that makes them stick): 1- Say “thank you” specifically, not generically ↳ Make it clear what they did and why it mattered. 2- Celebrate small wins, not just big ones ↳ Momentum comes from stacking micro-victories. 3- Recognize behind-the-scenes contributions ↳ Call out the invisible work no one else sees. 4- Give public praise, private corrections ↳ Build pride in public. Build trust in private. 5- Learn how each person likes recognition ↳ Some want the spotlight. Others don’t. Ask. 6- Highlight growth, not just results ↳ Progress keeps people invested more than numbers. 7- Acknowledge effort, not just outcomes ↳ Even failed bets deserve gratitude for the try. Because here’s the truth: People don’t leave jobs because of the work. They leave when they feel invisible. Want to transform your culture? Start with appreciation. It’s free. It’s simple. And it changes everything. ♻️ Agree? Repost to spread the message. 📌 Follow Gabriel Millien for more insights on leadership that lasts. Image style credit: Justin Wright