Thriving in hybrid: Mastering employee recognition 

This article was written in collaboration with The People People Group.

Imagine a talented employee, working remotely, consistently exceeding expectations, yet feeling increasingly invisible. Their contributions go unnoticed, their motivation dwindles, and eventually, they start looking for a new opportunity. This scenario is all too common in hybrid workplaces where traditional recognition methods fall short.  

This guide explores why recognition is more critical than ever in hybrid setups, the unique challenges it presents, and actionable strategies to build a thriving culture of appreciation. With practical tips and a downloadable cheat sheet, you’ll learn how to make every employee feel seen, valued, and empowered, no matter where they work. 

The power of appreciation: Why recognition matters more than ever in hybrid work

Recognition isn't just a perk; it's a fundamental human need. We all crave appreciation for our efforts, and when our impact is recognized, it instils a sense of belonging and affirms the fact that our work matters.  

Samin Sadeghi, Sr. HR Business Partner at Workleap, captures this perfectly: "Recognition nurtures people's greatest strengths."

In today's hybrid workplace, where physical distance can create disconnection, fulfilling these needs through meaningful recognition is more critical than ever.  

The psychology of recognition 

Recognition in the workplace is more than just a pat on the back; it's a powerful psychological tool that fulfills fundamental human needs. At its core, recognition addresses the intrinsic human desires for belonging, achievement, and self-esteem. These needs are rooted in Maslow's Hierarchy of Needs, which posits that once basic physiological and safety needs are met, individuals seek social belonging, esteem, and self-actualisation. 

Belonging and social connection

Recognition fosters a sense of belonging and inclusion within a team or organization. When employees feel recognized, they perceive themselves as valued members of a community. This sense of belonging is crucial in reducing feelings of isolation and enhancing teamwork and collaboration. 

Achievement and self-esteem

Recognition acknowledges an individual's accomplishments and contributions, boosting their self-esteem and reinforcing their sense of competence. When employees see that their efforts are noticed and appreciated, it validates their work and encourages them to maintain or increase their performance levels. As Sadeghi points out, "Leaders giving recognition cultivate an environment that allows talent to grow beyond its limits."  

This is more than just research — it clearly and consistently surfaces across the workplace research we have access to, including: 

• Increased employee engagement: According to Gallup's Q^12® meta-analysis report, organizations with high levels of employee engagement experience a 18% increase in productivity and a 23% increase in profitability. Recognition helps employees feel more connected to their work and the organization's goals, leading to higher engagement levels. 

• High motivation: Recognition serves as a powerful motivator by reinforcing desired behaviors and outcomes. A report by Bersin & Associates found that companies with effective recognition programs have 31% lower voluntary turnover rates. When employees are motivated through recognition, they are more likely to strive for excellence and go above and beyond in their roles. 

• Improved retention: Employee recognition significantly impacts retention rates. Research from the Society for Human Resource Management (SHRM) indicates that 68% of HR professionals believe employee recognition has a positive impact on retention. When employees feel valued and recognized, they are more likely to stay with the organization, reducing turnover costs and retaining valuable talent. 

The reality is, these challenges have always existed, even in fully in-person workplaces. However, as hybrid work becomes the norm, their significance has grown exponentially, and many traditional solutions are no longer effective. 

We’ll first explore the unique aspects of hybrid work that amplify these challenges and then delve into actionable strategies to bridge these gaps effectively. 

Why hybrid work makes it harder

Hybrid work, while offering flexibility, introduces unique challenges to effective recognition — challenges that are often neither obvious nor immediately clear. 

Feedback from members of The People People Group (TPPG) highlights several critical issues at the intersection of hybrid work and employee recognition today. 

Here are a number of the most important to be aware of: 

• The visibility paradox: "Out of sight, out of mind" takes on new meaning in hybrid work. Remote employees, despite their contributions, can easily be overlooked in day-to-day communication. TPPG research suggests that remote employees are 20% less likely to receive informal recognition than their in-office counterparts. 

• Inconsistency breeds resentment: Ad-hoc recognition, dependent on individual managers, creates uneven and potentially unfair experiences. Some teams may thrive on regular praise, while others receive little to none. This inconsistency can erode trust and create a sense of inequity.

When leaders lead by example in giving recognition, they set a powerful precedent. It creates a ripple effect where appreciation becomes a shared responsibility, not just a management task.

Samin Sadeghi. Sr. HR Business Partner at Workleap

• The emptiness of generic praise: "Good job!" While well-intentioned, generic praise lacks the specificity and sincerity that truly resonates. Employees crave recognition that acknowledges their unique skills and the impact of their work.

• Inauthenticity kills motivation: Forced or superficial recognition can be worse than no recognition at all. It feels disingenuous and can actually demotivate employees.  

• The missing link in peer-to-peer recognition: Organic peer-to-peer recognition, a powerful driver of team cohesion, is harder to cultivate in virtual settings. Without deliberate facilitation, these vital moments of appreciation can be lost. 

In short, there’s plenty for HR leaders and companies to navigate. Fortunately, we’ve shared lots of actionable suggestions inspired by members of TPPG to help you close this gap effectively. 

Closing the gap: How to make hybrid recognition work

Creating a robust recognition culture in a hybrid environment demands intentionality and a well-rounded strategy. Drawing from TPPG’s expertise and insights rooted in the psychology of motivation, here are proven approaches to help you succeed: 

Values-based recognition: Start by clearly defining your company's core values. Then, align recognition efforts with those values. This reinforces desired behaviours and strengthens your company culture. "In giving recognition, true leadership reflects the brilliance of those they lead," notes Samin Sadeghi. 

• Psychological Principle: Connecting recognition to values increases its perceived meaningfulness and impact.  

Example: If "innovation" is a core value, regularly recognize employees who demonstrate creative problem-solving.

Creating consistent rhythms of appreciation: Establish regular recognition rituals, such as weekly shout-outs, monthly awards, or quarterly celebrations. These structured opportunities ensure that contributions don’t go unnoticed, regardless of work location.  

• Psychological Principle: Regular reinforcement strengthens positive behaviours and creates a culture of anticipation and appreciation. 

Empowering managers to recognize effectively: Equip managers with the skills and tools to deliver authentic, specific recognition. Sadeghi emphasises this point: “Recognition is 50% message and 50% delivery. Some employees thrive on public praise, while others value a quiet note of appreciation. A successful recognition program honours those differences.” 

• Psychological Principle: Manager recognition is particularly impactful as it validates an employee's contribution within the team and organization. 

Share the employee recognition examples in this article as inspiration for expressing gratitude and showing your entire team they're valued.

Fueling peer-to-peer recognition: Peer appreciation fosters trust, camaraderie, and a sense of belonging. Encourage peer-to-peer recognition through online platforms, team meetings, or dedicated Slack channels.  

• Psychological Principle: Peer recognition strengthens social connections and creates a sense of shared purpose within the team. 

💡Want to help your managers nuture a culture of peer recognition? Send them these 6 ideas they can start implementing right away.

Showcasing impactful recognition: Highlight great examples of recognition during team meetings, company newsletters, or onboarding sessions. Sharing stories of meaningful recognition inspires others and reinforces the importance of appreciation. 

• Psychological Principle: Social proof demonstrates the value of recognition and encourages others to participate. 

These practical steps will help you quickly address the recognition gap. However, to ensure lasting change, it's crucial to establish a strong foundation rooted in data and insights, allowing you to track progress and make continuous improvements along the way. 

How to measure the success of your employee recognition efforts

To ensure success, it’s essential to have solid data to back your efforts. Without it, securing or maintaining investment — let alone initiating it — will be an uphill battle. 

To ensure your recognition program is built to last, consider using the following pillars: 

1. Defining success

Before launching any initiative, define what success looks like for your recognition program. What specific outcomes are you hoping to achieve? Consider the following metrics:  

• Increased employee engagement: Measured through satisfaction surveys detailed engagement surveys and eNPS, employee feedback platforms, or participation in recognition activities. 

• Improved retention rates: Track employee turnover and identify any correlation with recognition initiatives. 

• Enhanced performance: Monitor key performance indicators (KPIs) and assess whether recognition efforts contribute to improved productivity or quality of work. 

• Stronger company culture: Gauge employee sentiment through surveys and focus groups, paying attention to feedback related to recognition and appreciation. 

• Increased peer-to-peer recognition: Track the frequency and quality of peer-to-peer recognition using dedicated platforms or tools. 
   

2. Gathering insights with the right tools

Use a variety of methods to collect data and understand the effectiveness of your recognition program. 

• Employee surveys: Conduct regular pulse surveys to gauge employee sentiment and identify areas for improvement. Include specific questions about recognition effectiveness and preferences. 

• Focus groups: Organize focus groups with representative employees from different departments and work locations to gather in-depth qualitative feedback. 

• Recognition platform analytics: If using a dedicated platform, leverage built-in analytics to track usage patterns, identify top performers, and understand which recognition types are most popular. 

• Manager feedback: Regularly solicit feedback from managers on the ease of use and effectiveness of the recognition program. Encourage them to share anecdotal evidence of positive impact. 

3. Adjusting and iterating based on results

Regularly review the data collected and use it to refine your recognition program. Be prepared to adapt your approach based on employee feedback and observed outcomes. 

• Experiment with different recognition types: Try out various forms of recognition, such as peer-to-peer awards, spot bonuses, public acknowledgements, or personalized gifts, and track their effectiveness. 

• Refine communication strategies: Ensure that recognition is communicated effectively across the organization, regardless of work location. Utilize various channels, such as company newsletters, team meetings, and online platforms. 

• Empower managers: Provide managers with the training and resources they need to effectively deliver recognition and provide meaningful feedback. 

• Celebrate successes: Publicly acknowledge and celebrate the positive impact of the recognition program to reinforce its value and encourage continued participation. 

Recognition isn’t just an investment in your employees — it’s an investment in your organization’s success. By fostering a recognition-rich culture, you’ll boost morale, strengthen engagement, and drive meaningful business outcomes. 

Ready to Transform Your Hybrid Workplace? Open our free cheat sheet now to get started and build a recognition program that works for your team.