The Power of Recognition

At Pwrteams, we believe that recognition is more than a simple gesture - it's the cornerstone of building a thriving workplace culture. While feedback helps individuals grow through constructive input, recognition shines a spotlight on achievements, reinforcing positive behaviours and fuelling motivation.

With the help of Iryna Mandziuk, People Partner Lead at Pwrteams Ukraine, we've recently dived deep into the power of feedback, and in today's edition of Career Insights we're shifting the spotlight to the power of recognition - why recognition matters and how it can transform both individual careers and entire organisations.

With a background in Psychology and 8 years of HR experience, Iryna is a certified ICF coach and a life long learning ambassador. She specialises in soft skills training, helping individuals enhance their interpersonal and professional abilities. Her mission is to foster continuous growth and development in both personal and organisational settings.

Read on to discover how recognition can transform careers, teams and workplaces.

Why recognition matters?

Recognition plays a critical role in creating an environment where employees feel valued and appreciated. Studies have consistently shown that recognition not only boosts morale but also enhances engagement, productivity and loyalty. In fact, a Gallup survey revealed that employees who feel recognised are 4 times more likely to be engaged at work.

But recognition isn’t just about celebrating success - it’s also about acknowledging effort and reinforcing behaviours that contribute to the team's success. When done right, it fosters a culture where people feel supported and empowered to reach their full potential.

Types of recognition

Recognition comes in many forms, and each has its own unique impact. Here are the key types of recognition to consider:

• Formal recognition: This includes structured programs like awards, bonuses or official company ceremonies. For instance, recognising an employee with an annual “Top performer” award not only rewards excellence, but also sets a benchmark for others to strive toward.
• Informal recognition: Everyday acts of appreciation, such as thank-you notes, verbal praise or a shout-out during a team meeting, can have an immediate and personal impact. For example, a quick "Great job on the project!" can make someone feel valued in the moment.
• Peer-to-peer recognition: Empowering colleagues to recognise one another can create a sense of camaraderie and shared appreciation. This could be as simple as a peer nominating someone for a “Team player of the month” acknowledgment.
• Manager-to-employee recognition: Leaders acknowledging their team’s achievements fosters trust and reinforces a supportive relationship. A manager taking the time to highlight an individual’s contribution in a team meeting can be a powerful motivator.

The benefits of recognition

Recognition has tangible benefits for both employees and organisations. Here’s what happens when recognition is embedded in workplace culture:

1. Boosts motivation and engagement: Feeling valued inspires employees to perform at their best, driving higher levels of engagement and productivity.
2. Improves retention: Employees who feel appreciated are more likely to stay with their company. Recognition strengthens loyalty and reduces turnover rates.
3. Enhances team morale: When people see their peers being recognised, it creates a ripple effect of positivity and motivation within the team.
4. Promotes a positive culture: Recognition fosters a culture where achievements and efforts are celebrated, encouraging collaboration and shared success.

How to make recognition meaningful?

Recognition is most impactful when it is sincere, specific and tailored to the individual. Here are four strategies to make your recognition efforts meaningful:

• "I see you": This statement focuses on acknowledging someone's presence, contributions or actions. It helps others feel visible and appreciated. For Example: "I noticed how you stayed late last night to finish the report. Your effort hasn’t gone unnoticed, and it shows how committed you are."
• "I know you": This highlights an understanding of the individual’s strengths, preferences or unique qualities. "I know you're always meticulous with details, and it’s one of the reasons I asked for your input on this project. You bring a unique perspective we all value."
• "I value you": This emphasizes the importance of the individual’s contributions to the team or organisation. "Your hard work on this project has been instrumental in its success. We couldn’t have done it without you."
• "I respect you": This demonstrates admiration for the individual’s character, ethics or dedication. "I respect how you handle challenging situations with such calm and professionalism. It’s something I truly admire about you."

Putting recognition into practice

Building a culture of recognition doesn’t have to be complex. Start with small, but consistent steps that demonstrate genuine appreciation:

• Regularly express gratitude during team meetings or one-on-one check-ins.
• Create a peer-recognition platform where employees can celebrate each other's accomplishments.
• Use a mix of public and private recognition to ensure everyone feels appreciated in a way that resonates with them.
• Tie recognition to company values to reinforce the behaviours and attitudes that align with your organisation’s goals.

Conclusion

Recognition is more than just a feel-good gesture - it’s a strategic tool that drives engagement, loyalty and performance. By embedding meaningful recognition into your workplace culture, you empower individuals to thrive and teams to achieve extraordinary results.

Here, at Pwrteams, we recognise that feedback and recognition contribute to a thriving and supportive organisational culture. To become part of our exceptional team, check out our vacancies and apply.