Trends in Employee Recognition and Career Motivation

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

29% of employees say they haven't heard "thank you" at work in over a year. That's nearly 1 in 3 people entirely overlooked. Let that sink in. Money matters. But it's not everything. When it comes to motivation, people want: 🌟 Appreciation 🌟 Autonomy 🌟 Respect Harvard's eye-opening research reveals: More than 80% of employees feel invisible, despite receiving a paycheck. ➡️ Why appreciation matters: ➨ Reduced Turnover A strong recognition game cuts turnover by 31%. ➨ Boosted Productivity Expect a 14% uptick in performance. ➨ Better Engagement Recognized employees are 2.7x more engaged. ➨ Enhanced Loyalty Valued employees are 50% more likely to overperform. 💡 How to turn these insights into action? 1. Personalized Shoutouts: Spotlight achievements in team meetings. 2. Recognition Board: Empower your team to recognize one another. 3. Milestone Moments: Celebrate work anniversaries and project wins. 4. Choice Rewards: From a day off to gift cards, let them pick their prize. 5. Genuine Gestures: A few words or a heartfelt note can make a big impact. Don't just think it, say it. A simple "thank you" can make someone's day. Start today. Small gestures create big waves. Transform your workplace culture. Remember, appreciation is a currency everyone values. Make recognition a habit, not an afterthought. In the end, it's the little things that count the most. What's one way you've felt appreciated at work? P.S. If this resonated, repost to spread the word ♻️. Thank you!

🤔 Have you heard of the recognition gap? 🤓 Carolyn Wiley of Roosevelt University did extensive research into employee motivation across studies spanning 46 years. Do you know what was the ONLY factor cited in every study as among the top motivators? 🤔 🙌 FULL APPRECIATION OF WORK DONE! 🙌 Recognition and appreciation for work is essential (and a great way to build #psychologicalsafety) however there is a major gap in how it is practiced. 👉 Wiley found that while more than 80% of supervisors claim they frequently express appreciation to those that report to them, only 20% of those employees report that their supervisors express appreciation more than occasionally. 🤯 THIS is the recognition gap 😬 and it has major consequences 👉 The top reason people leave their jobs is a lack of praise and recognition. 💥 This week, as many Americans celebrate Thanksgiving, they will be encouraged to find ways to show gratitude and appreciation to their colleagues. Which is great AND it cannot be a yearly thing. 🙅♀️ ☝️ Leaders, if you really want to retain your team members and ensure they feel recognized here are some top tips: ✅ MAKE IT FREQUENT - do it more than monthly or yearly (aim for weekly!) ✅ MAKE IT SPONTANEOUS - when you notice it, say it. Do not wait for a formal scheduled feedback meeting or review. Make sure people feel it because it is genuine and their behaviors are recognized on the job as they are unfold. ✅ MAKE IT PERSONAL AND SPECIFIC - Get really specific in which were the behaviors you saw and appreciate so people know it is genuine (and they can continue to repeat them!) Ensure that people walk away with a sense that you really saw how they did something and appreciate it. YOUR TURN: How will YOU appreciate your colleagues more frequently, spontaneously, personally, and specifically? 🤔 Let me know in the comments below 👇 #ExperienceLearningwithRomy

If I could solve one recognition challenge in today’s workplace, it’d be this: making consistent, authentic appreciation a daily reality. Too many employees feel undervalued—not because their work isn’t stellar. Instead, they receive recognition that is inconsistent, vague, or (even worse) feels like an afterthought. The data backs this up—Gallup’s 2024 report shows U.S. employee engagement dropped to a 10-year low of 31%, with only a fraction feeling their efforts are truly seen. That's a wake-up call! But it’s not just about frequency; it’s about quality. The impact of getting this right is massive: higher engagement, lower turnover, and a more productive workforce. A 2024 Nectar survey of 1,800 full-time U.S. employees found that 77.9% said they’d be more productive if recognized more often—and meaningfully. That’s a loud signal. People crave appreciation that’s specific, tied to their contributions, and delivered in a way that resonates. The fix isn’t complicated—build systems where recognition flows naturally, like peer-to-peer shoutouts or leaders spotlighting wins with detail, not just a “nice work.” Instead, we could say, “Your breakdown of last quarter’s data made our strategy session a slam dunk—thank you” versus a generic nod. Why does this matter? When employees feel seen, they stay and thrive. Gallup’s research ties engagement to retention and performance, while Nectar’s data shows recognition fuels effort. Organizations that nail this see happier teams, better collaboration, and less burnout. I’d love to hear your ideas—let’s spark some inspiration. So, what’s one way your team keeps recognition real and regular? + For more info on the Gallup poll: https://lnkd.in/esrpffz5 + For Nectar's study: https://lnkd.in/eYSwbvea #EmployeeAppreciationDay #WorkplaceCulture #EmployeeEngagement #RecognitionMatters #mostlovedworkplace

A colleague had been coming to work every day for 7 years. Never missed a deadline or under-delivered. One day… he asked his manager for feedback on his contributions. The manager (minding their own business) said: "Oh, you're doing fine. Just keep doing what you're doing." You know what my colleague did? He quit the next day. Would I have advised him to do that? Probably not. Did he overreact? Absolutely not. You see… He had been receiving the same kind of answer for quite some time. So, even if his manager didn't know, he was already planning his ultimatum. And your team members might be planning theirs as well. Here's a stat that will blow your mind: According to a recent report from Gallup and Workhuman, employees who get meaningful recognition for their work are 45% less likely to leave their jobs. That's right. Proper recognition is the difference between retaining or losing your best talent. Here's what smart leaders understand about recognition at work: ✅ It drives professional development. ✅ It creates community and connection. ✅ It's a powerful antidote to stress and burnout. ✅ Recognition changes how people feel about their work. The data doesn't lie. Based on the same 2-year study, tracking 3,400 workers found something fascinating: → High-quality recognition = 45% higher retention. → Stronger sense of community among team members. → Lower stress levels reported by recognized employees. Here's what you can do today: 1. Create systems for consistent feedback. 2. Make recognition meaningful and specific. 3. Catch good behavior as it happens - don't wait. 4. Recognize people for who they are, not just what they do. Your people aren't just looking for a paycheck. They want to feel seen, valued, and appreciated. — P.S. Unlock 20 years' worth of leadership lessons sent straight to your inbox. Every Wednesday, I share exclusive insights and actionable tips in my newsletter. (Link in my bio to sign up). Remember, leaders succeed together.