The New Worker

As providers of employee experience software, we get to work with organizations that really care about employee engagement. And we have the pleasure of seeing the fruits of their labor: higher-than-ever engagement scores.  

Instead of keeping those warm n’ fuzzies all to ourselves, we decided it’s time to send a Good Vibe to all these amazing organizations and Workleap Officevibe customers.  

Today’s the day. We’ve scanned all the overall engagement scores in our database and we’re ready to share the top 60 Employee Experience Leaders!  

Wondering what they did to top our charts? Stick around to learn what metrics you should be tracking and score tips from these leaders on how to boost these metrics yourself! 

Selection methodology: How did we create this list? 

We underwent a rigorous process to select our winners for our Spring 2024 Employee Experience Leaders. To be considered for the list, organizations needed to fulfill the following criteria: 

• Minimum 10 Workleap Officevibe users 
• At least three months using Workleap Officevibe 
• Minimum 30% engagement rate 

To level the playing field, the Spring 2024 Employee Experience Leader list features the top 20 organizations with the highest engagement score segmented by their total Workleap Officevibe users. These segments include: 0-99 users; 100-999 users; and 1000+ users resulting in a total list of 60 leaders. 

The selection was based on organizations with the highest overall engagement score during our capture date (April 10th, 2024) within their Workleap Officevibe network. 

We’re excited to make this a recurring program and we hope to see you on our next list!

Meet our Spring 2024 Employee Experience Leaders 

From SMBs to enterprise companies, these organizations know a thing or two about employee engagement! (Can we give them all a round of applause?! 👏) 

Accesa DocplannerNintexAccessible Career Options (ACO)EDF in the UKNordeusAgency Performance Partners EK Financial Group ParalucentAgendrix Elva Group Payology a Check21 companyAIA Shared Services – SG Contact Centre EST GroupPinnacle RehabAKIND: All companies Goodwin Investment AdvisoryPremier Wealth PartnersAlythia GrandPad Promutuel Assurance Amilia Groupe Conseils MCGRimac Seguros y Reaseguros Axur Health NestSiteMinder Beneva High Speed Training smartAR Group Better Business Bureau serving the Heart of Texas iCoreConnect IT Snap Finance BioScript Solutions Independent Insurance Agents of North CarolinaTantus Technologies, Inc. BlueLight Analytics INTURSA TaxAudit Call Design North AmericaKLGTELUS Business Customer Experience team CentriaMarginEdgeTixelCogecoMcFarland PLLC TransatComputacenter Romania McKesson Canada U.S. Venture Crum & Forster Mortgage Professionals CanadaUBT (GAP) CyberCX MultichoiceUpGuardWorkleap Officevibe Employee Experience Leader Spring 2024 in alphabetical order

Employee engagement: What it is and how to measure it 

Employee engagement isn't just a buzzword; it's the fuel that propels businesses forward. But if you’re in HR, this isn’t new news. You know that when your team is engaged, they're not just punching in and out—they're excited about their work, deeply connected to the company's mission, and eager to make meaningful contributions.  

But measuring employee engagement is like navigating a labyrinth. It's not just about tallying up happy faces; it's about gauging the emotional investment employees have in their roles and the organization.  

So, how do you accurately measure something as dynamic and multifaceted as employee engagement?  

That’s where a science-backed employee engagement survey comes in handy. At Workleap Officevibe, our automated pulse survey tool provides an overall engagement score––and breaks the score down into 10 key metrics––making it easier for HR leaders to measure and pinpoint what’s going well and what needs improvement. 

Today, we’re sharing those 10 metrics with you––as well as tips on how to boost them within your own organization from our Spring 2024 Employee Experience Leaders. 

1. Recognition 

The Recognition metric represents perceptions of an organization’s culture of appreciation. When people feel valued for their contributions, they’re more inclined to keep contributing! To properly manage this metric, we recommend tracking the quality and frequency of recognition.  

2. Feedback

The Feedback metric considers the two-way flow of feedback between employees and the organization. Ideally, you’ll want a balance between the feedback an employee receives and the feedback they give to an organization. A high score will indicate a culture of openness and that people care about improving as individuals and as an organization.  

3. Happiness

The Happiness metric helps gauge the overall mood and morale at an organization. Do your people feel good about walking into the workplace each day? Do they feel like they have work-life balance? These are the questions that the Happiness metric can help answer.  

4. Personal Growth

The Personal Growth metric monitors people’s perceptions towards their roles, responsibilities, and contributions. If you’re sensing that your people are not motivated or committed to their role, try digging into the submetrics—autonomy, mastery, and purpose—to hear what may be holding them back.  

5. Satisfaction

The Satisfaction metric reflects how content people are with compensation, performance practices, work environment, and roles at their organization. As you can see, there are a lot of layers to this metric. While a high score is the goal, don’t forget to peel back the layers to ensure there are no lagging submetrics. If there are, that’s okay! Consider it an area of opportunity for next quarter. 

6. Wellness

The Wellness metric represents stress levels and whether employees feel supported in leading a healthy lifestyle. To reduce absenteeism and enhance productivity, it’s important to make sure your people feel rested and cared for. Asking qualitative survey questions can be a great way to get ideas on how to build out your wellness program.  

7. Ambassadorship

The Ambassadorship metric measures employees’ willingness to advocate for their organization, as well as products or services. Internal champions are a great way to build brand awareness. Track this metric to understand what you can do to grow your organization’s name from within! 

8. Relationship with Manager

The Relationship with Manager metric provides a birds-eye view of employee-manager relationships at your organization. This metric is crucial to track because it highly impacts an employee’s job satisfaction, performance, and retention.  

Don’t rush reading over this data—there are oodles of insights you can pull from this metric! We also recommend reviewing the scores from different teams and departments to ensure strong leadership exists across the organization. 

9. Relationship with Peers

The Relationship with Peers metric represents the interconnectedness within and between teams. Positive relationships among coworkers are very important for boosting emotional investment in your organization. If scores are low, work with your people managers to incorporate more opportunities for team building and connection.  

10. Alignment

The Alignment Metric tracks employees’ alignment with their organization’s vision, mission, and values. Alignment is crucial for long-term engagement. To ensure everyone continues to move forward in the same direction, look for ways to keep the business’ mission, vision, and values top of mind. 

Are you our next EX leader?

Now that you know what metrics we’re measuring to compile our list of top employee experience leaders, you’re probably thinking: How do I stack up? 

Find answers in Workleap Officevibe's Spring 2024 Employee Engagement Benchmark Report. Access benchmarks for all 10 key metrics––as well as eNPS and overall engagement scores. 

It’s hot off the press, so don’t wait another minute!

As a people manager, your ability to coach and mentor your employees makes all the difference. To flex those coaching and feedback muscles, you need to add regular one-on-ones with your direct reports to your repertoire. If you already have, take it up a notch and ask yourself: are you making the most of those conversations? Do you have clear objectives for the time you spend with employees?

Without an established purpose, meetings can start to feel directionless and even like wasted time. When it comes to one-on-one meetings, this can lead to employee disengagement, a lack of direction in professional development, and even leave employees feeling disconnected from work on a personal level.

Goal-driven meetings help you maximize the time you have with employees and make sure conversations lead to real results. So what are the main one-on-one meeting goals, and how can you set some of your own? Keep reading to find out!

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Why is meeting with your direct reports important?

As the name suggests, a one-on-one is a meeting between two individuals working together at an organization. While they can happen between peers, leaders, and any mix of two people, the most common are one-on-ones between managers and their direct reports. That's because employee-manager relationships are some of the most important to nurture at work.

Regular conversations with employees help managers drive their entire team to success by making sure every player has what they need to do their best work.

Benefits of effective one-on-ones for both managers and employees

By digging deeper into the benefits of one-on-one meetings, you'll quickly see that a purpose-driven one-on-one is a win-win for both managers and their direct reports.

When planned with intention, one-on-ones help you:

• Set expectations: One-on-ones are a great time and place to align on goals and clarify roles and responsibilities. This helps you build a more autonomous, high-performing team, so you can focus on leadership and strategy.
• Gain confidence: Having regular touchpoints helps you build your managerial abilities and instincts. With time, problem-solving will become second nature and you'll be primed to guide employees in the right direction every time.
• Delegate work: Leading successful teams means delegating work to the right people. One-on-ones help you decide who's best for the job (or who has the biggest interest) while clearing up time in your agenda for more strategic work.
• Create a safe space: Employees who trust their managers are more comfortable talking through issues with them. When done right, one-on-one meetings can provide a safe space for employees to ask questions, raise flags, and address challenges they're facing so they don’t end up feeling stuck or disengaged.
• Build human connections: It's nearly impossible to build relationships and rapport with people you don't talk to often. Having a dedicated and recurring time to speak with each team member individually will foster connections and allow everyone to get to know each other better.
• Discuss career growth: One-on-one meetings give employees the chance to discuss their professional development and career ambitions. By supporting them through their growth, managers can make employees feel valued and ultimately improve their engagement levels.

4 Common one-on-one meeting goals

When it comes to setting one-on-one meeting goals, you don’t have to start from scratch. Here are some common objectives managers look to achieve with these important employee check-ins.

1. Relationship building

Research shows a positive correlation between employees who have a strong relationship with their boss and their productivity at work. This is why positive employee-manager relationships are so critical to developing high-performing teams.

One-on-one meetings are one of the best ways to get to know your employees, build relationships, and maintain personal connections. They give you a chance to actively listen to your employees, hear their problems, and answer questions they might have.

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Questions to build solid work relationships

• What is currently energizing you outside of work? (Be sure to answer this one too!)
• How can I better set you up for success in your role?
• What can I do to improve your overall happiness at work?

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🤝 Fostering great relationships at work can be as easy as one, two, three (… and four). Follow these four steps to building better relationships with your team members.

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2. Employee engagement

The importance and benefits of employee engagement really can’t be overstated. People want to feel connected, motivated, and like they’re having an impact at work. Engagement is complex and can be impacted by an array of factors, including job satisfaction, recognition, and well-being. So naturally, measuring and acting on engagement takes time and dedication — making it a perfect objective for a series of one-on-ones with your direct reports.

Individual conversations with employees are a good moment to gauge people’s engagement levels because they allow you to collect useful qualitative information. They're the perfect time to ask open-ended questions to better understand what’s motivating (or demotivating) the people on your team.

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Questions that help you engage employees

• What do you enjoy most about your role?
• What kind of projects would you like to work on this upcoming quarter?
• Are you currently struggling with anything? If so, how can I help?

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🎯 Reach this goal quicker with an employee engagement solution. Keep track of one-on-one meetings and supplement them with regular engagement surveys, so you can measure trends and fluctuations over time.

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3. Career development

Having a clear career path and goals that align with that vision helps employees feel like they’re moving in the right direction. People want to know that they have room to grow on your team and at your company.

Some managers use one-on-one time for career chats. Spending focused time talking about professional development and self-improvement with your employees will help them stay engaged and invested in the team. It also lets them know that you care about their growth and are invested in their success.

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Questions to support career growth

• What skills are you looking to build in the next year?
• What are your upcoming career goals?
• How can I best support you to achieve these goals?

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Not sure how to bring up someone’s future career path or connect it with the team goals? This career development talk template will nudge you in the right direction.

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4. Exchanging direct feedback

For people to grow and achieve their goals, they need to exchange feedback with one another. And while it may be surprising for some, employees love and want to get constructive feedback from their managers — usually as often as possible. It helps them know what they're doing well, but most importantly how they can improve. The same goes for managers. Getting honest feedback from your employees gives you actionable insights to better support your team.

One-on-one meetings are one of the best settings for sharing constructive feedback (and sometimes even negative feedback) with employees. It comes with the territory of being a coach, and an important practice so no one is surprised when it’s time for bi-annual or annual performance reviews.

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Questions to spark a feedback loop

• Have I given you any feedback recently that you'd like me to further explain?
• Are there any projects you would like me to give you more constructive feedback on?
• Do you have any constructive feedback about my management style?

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Track your feedback: Make sure you’re taking notes in every meeting and setting action items you can follow up on. With one-on-one software like Officevibe, you can easily store all your meeting notes in one place, so planning annual reviews is a breeze.

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How to set realistic one-on-one meeting goals (with your direct reports)

Before scheduling recurring one-on-one meetings with all your team members, establish what you’re both looking to get from them. Based on these goals, you can work together to create meeting agendas and set talking points that will help you really drive those desired results.

One-on-one meetings are a time to get a status report, tackle challenges, give feedback, track employees’ career goals, and delegate tasks. That’s a lot, so pinpointing what your short-term and long-term goals are will help you keep your one-on-one conversations focused.

With the broader goals outlined above in mind, you can set more specific goals for your one-on-one meetings. These could be the same for every employee on your team or different based on their individual aspirations and roles in the team. For example, one employee may be keen on meeting specifically for feedback and coaching. Others might prefer to spend their time discussing their career aspirations and goal progress.

Steps for setting (and achieving) great one-on-one meeting goals

1. Set your goal: You may choose to set a new goal each week or spend a few weeks focusing on the same goal. Check in at the start of every meeting to make sure you’re on the same page and know how you want to use your time.
2. Identify milestones: Define success and set some milestones so you can assess and track if you’re meeting your goals with your employees. Follow up frequently to see when it’s time to move on from your current goal or goals, or when you might need to spend more time covering a certain topic.
3. Take notes: Have a dedicated space for meeting notes, whether it’s a Google Doc or a tool for one-on-ones. This makes it easier for you to arrive prepared at every meeting without adding to your workload.
4. Use a meeting agenda: A one-on-one meeting template keeps you on track to cover the most important talking points and make the best use of your time. You can even collaborate on the meeting agenda with your direct report so you can establish the primary goal of your meeting together.
5. Follow up: Make a practice of following up. Get in the habit of adding an agenda item for your next one-on-one each time you wrap up, so you always follow up on commitments.

Have more productive meetings with clearly set goals

With so much distraction in our lives, setting goals for our meetings helps you stay on track, organize your time and resources, and ultimately keep building a thriving team. This way, you can run more effective meetings with your team members and make the best use of everyone’s time. What will your next one-on-one meeting goal be?

With nearly 90,000 hours spent at work over a lifetime, the true essence of these hours is defined not by routine tasks or clocking in and out but by the meaningful moments that shape our professional journey. 

In today's fiercely competitive employment market, success doesn't hinge on trendy perks but on nurturing a fulfilling employee experience at every step.   

The employee experience isn't built on grand gestures alone but on the everyday interactions that cumulatively define workplace culture. From the excitement of onboarding to growth through training and development and from empowerment through recognition to the engagement that fuels motivation, every instance shapes the richness of the workplace experience.

At Workleap, we provide the tools to make work simpler and more meaningful, ensuring every moment counts towards a better employee experience and a thriving business. So, we know a thing or two about the key stages that stand out. Let's look at how to make the most of them through stronger HR practices. 
 

Onboarding: Getting it right from the get-go 

“It’s about having clarity on what’s expected of you — and that begins with onboarding," says Kahina Ouerdane, Workleap’s Chief People Officer. "It’s about accompanying employees through their professional journeys in key moments and giving teams, managers, and HR the right tools to help grow that sense of belonging from day one." 

Onboarding is more than just checking items off a to-do list; it's a company's opportunity to make new hires feel right at home from day one. But unfortunately, Gallup reports that only 12% of employees agree their employers do a great job with onboarding. When executed properly, onboarding can set the tone for a unique and rewarding employee experience beyond the first few months.

However, managers often get bogged down by a growing list of time-consuming administrative tasks during onboarding. That's where Workleap comes in. With specially designed templates and tools that integrate seamlessly into your workflow, Workleap saves time and strengthens collaboration, ensuring new employees start their journeys confidently and feel supported.

Employee engagement: Not just a "nice-to-have"  

A thriving workforce is the backbone of organizational excellence. When employees are genuinely engaged, they bring their best to the table, fueling productivity and innovation. But if apathy and dissatisfaction set in, they can stifle individual and team productivity. With Gallup reporting that engagement has hit an 11-year nosedive, it’s clear that employees are craving a deeper connection to their work.  

But people leaders often grapple with detecting early signs of disengagement, understanding the root causes, and implementing effective strategies to re-engage them. Feedback is crucial — it's how we grow and improve. Whether it’s constructive criticism or positive reinforcement, feedback helps us understand our strengths and areas for improvement and keeps alignment tight. It’s a chance to learn, adapt, and grow professionally.  

However, traditional engagement metrics like annual surveys are often sluggish and unreliable and fail to capture the dynamic pulse of the modern workforce. As a result, great ideas often go unnoticed, and issues remain unaddressed, invalidating the entire feedback process. 

That’s why cultivating moments of engagement isn't just a nice-to-have — it's essential for organizations that want to rise above the rest. With Workleap, you'll have the data to prioritize your HR efforts and people, empowering confident decision-making at every stage of the employee experience. With customizable questions and surveys, you'll gain real-time insights and capture the full story, leading to real action and ensuring every voice is heard and every insight is considered.

Recognition: Fueling growth together  

Crucial moments at work stretch beyond big milestones like promotions and work anniversaries. While those are definitely worth celebrating, what truly counts is what happens in between — the daily interactions and the recognition that keeps everyone motivated and engaged.  

However, employees who consistently go the extra mile may not receive the recognition they deserve, leaving them feeling undervalued. This oversight not only dampens spirits but also increases turnover risk, especially among top performers who may seek acknowledgment elsewhere. Additionally, limited opportunities to celebrate small wins and behaviors aligned with the company's values make it harder to shine a light on recognition within the organization.  

We know it’s not just about the flashy stuff or public accolades. It’s the little moments of appreciation like a genuine "thank you" or a heartfelt note from a colleague after completing a tough project that really makes a difference. It’s about cheering on the small wins, acknowledging efforts, and offering constructive feedback that helps everyone grow. Creating a supportive environment where everyone feels valued and encouraged is key to building a great workplace culture. 

Peer-to-peer recognition, especially private and sincere, builds strong bonds among team members and boosts morale. By prioritizing and reinforcing recognition, leaders aren’t just improving the workplace experience; they’re creating a place where everyone feels appreciated and motivated to do their best. 

We believe in celebrating the little wins that happen every day. Our recognition features make it a breeze to acknowledge and celebrate these everyday achievements, fostering a culture of appreciation and mutual respect. When teammates can give sincere, private shout-outs to each other, it builds strong bonds and boosts morale.

Training and development 

Empowering employees through effective training and development is more than just an HR checkbox — it's a strategic investment in the success of your people and your organization. According to a recent LinkedIn study, 8 out of 10 employees say learning gives meaning to their work. “Humans have basic needs, including growth. And it’s an employer’s job to design the right business environment and experience to support those needs,” says Mathieu Dumont, Product Director at Workleap.  

“We’re shifting away from simply putting in hours and moving toward a greater emphasis on the quality and environment of work to ensure that people are always inspired, engaged, and creative.” 

But implementing a learning management system (LMS) can feel like an overwhelming task. Managing learning and development (L&D) may require more time than leaders have, leaving them feeling stretched thin. Plus, ensuring everyone gets the same information isn't always easy without a central hub, which can lead to gaps in knowledge across the board. 

Workleap’s LMS solution simplifies creating learning content, ensuring all employees have easy access to the information they need. Breaking down barriers facilitates the seamless sharing of crucial knowledge within your teams. This streamlined approach to managing learning and development initiatives guarantees that everyone gets consistent information and training materials. Plus, with personalized learning paths and development opportunities tailored to individual needs and aspirations, Workleap helps each team member grow and succeed.

We've created solutions that simplify the training and development journey and make it enjoyable. We ensure that growth is not just a task but a rewarding experience that brings us closer to our goals, individually and as a team.

Empowering organizations for the future of work with Workleap 

Identifying pivotal moments in the workplace is one thing; ensuring each one is optimized is another. Real success occurs when these moments are woven together, informed by continuous feedback, and simplified with the right tools. Workleap’s solutions are designed to integrate seamlessly into daily routines, strengthening productivity and collaboration. 

Guillaume Roy, Workleap co-founder and Director of Product, reflects on this shift: "The pandemic acted as a catalyst for change, revolutionizing the way we work. It’s the origin story of the new employee experience. During this phase, we realized our proximity to technology is more important than ever."

"Incorporating effective technology into daily work routines can transform the work environment, making it more productive and enjoyable," says Guillaume. 

Investing in these pivotal moments of connection can make the difference between merely existing vs. actually succeeding. With Workleap, those 90,000 working hours become a meaningful professional journey. Our focused, simple solutions significantly impact daily work, turning it into a thriving experience. 

Discover how Workleap can be your partner in enhancing the employee journey and helping your organization thrive in the new world of work.  

Engaging employees and keeping them motivated is one of the biggest challenges managers face. That said, the ROI of motivating your team is worth the effort — it’s the fuel of performance and productivity and the secret behind a workforce that excels expectations.

According to Gallup, only 33% of U.S. employees (full and part-time) feel engaged at work, highlighting the significant opportunity for managers to improve their teams' motivation.

How can managers tap into employee motivation to boost performance? This article explores how managerial leadership can hugely influence motivation and practical ways for managers to inspire employees — with tried-and-true actionable steps to create a more engaged and productive team.

Why employee motivation matters

Employee motivation influences many aspects of a business. Motivation is key to overall success, from productivity and retention to culture. By understanding the importance of motivation, managers can design the right strategies to enhance their team’s drive to perform.

The impact of motivation on productivity

The short and sweet is that employee motivation directly impacts productivity. If employees are motivated, they’re more focused, committed, and willing to go the extra mile, which ultimately leads to better work quality and output.

Also, a motivated team is more likely to meet deadlines, produce innovative ideas, and maintain high standards of work — all of which contribute significantly to the organization’s success. A motivated employee is an employee who cares.

Employee motivation and retention

If you’re an HR expert, you’ll love this: motivation also contributes to retention. 

The higher the motivation, the lower the turnover. When employees feel valued and engaged, they’re much more likely to stay with the company, reducing recruitment and training costs. 

By retaining motivated employees, valuable knowledge and skills remain within the organization. So continuity and stability can be considered as byproducts of motivation too.

The role of motivation in workplace culture

Enthusiasm and engagement spread throughout the team, creating an environment where collaboration and innovation thrive. Motivated teams are happy, united, and work in cohesion. support each other, share ideas, and contribute to a dynamic and positive work environment.

But motivation doesn’t come from thin air; it requires leadership to empower and inspire employees to unite and feel accountable for their success. Managers, the next section is for you.

4 ways to be a motivational manager

Motivating your team drives performance and fosters a positive work environment. As a manager, your role is to inspire employees to reach their full potential and remain engaged in their daily work. 

No small feat, but here are four effective ways to embody a motivational manager.

#1. Be authentic and honest

Authenticity is key to great leadership. Managers who are genuine and transparent gain trust with their teams. Authenticity involves showing your true self, admitting when you don’t have all the answers, and being transparent about company developments. 

Being honest about challenges and successes will create openness and mutual respect. This honesty creates a safe space for employees to be open and authentically themselves — which means they’ll come to you to find solutions rather than minimize problems out of fear of being judged.

#2. Provide constructive feedback

Constructive feedback helps employees understand their strengths and areas for improvement. Regularly providing feedback shows that a manager is invested in their growth and development and is here to support them. 

Instead of focusing solely on what went wrong, highlight what was done well and offer practical advice on improving. This human approach boosts employee confidence, empowers them in their development, and motivates them to keep forging ahead — even when mistakes happen.

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Don’t miss the window: Effective feedback should be specific, actionable, and delivered promptly. Continuous feedback loops ensure that feedback is given in real time when it’s most relevant.

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#3. Set clear and inspiring goals

When employees understand what they’re working towards and see the bigger picture, they’re more motivated to achieve their targets. By setting clearly defined goals, a manager gives the team direction and purpose. 

The best way to set goals is through collaboration. In other words, sit down with your team to co-create realistic goals. This guarantees the team

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Remember the SMART method: Motivating goals are specific, measurable, achievable, relevant, and time-bound. Click here to brush up on your goal-setting strategies.

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#4. Embrace employee ideas

By encouraging employees and valuing their input, managers help their teams tap into innovative solutions and a sense of ownership. 

How can you create an environment where employees feel comfortable sharing their ideas? Small tokens of appreciation, like recognizing and implementing employee suggestions, can demonstrate that everyone’s contributions have an impact.

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Here’s a tip: Create an “Idea of the month” program where employees can pitch their ideas casually, and the best idea wins a small reward or recognition at a company meeting.

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How to motivate your employees: 6 managerial strategies

So, what managerial methods will help inspire and motivate your employees? Here are 6 practical strategies to enhance motivation in your team.

#1. Recognize and reward efforts

Employee recognition is a powerful motivator—don’t underestimate it! Whether it’s a simple thank-you note, a shout-out during meetings, or acknowledging efforts, it boosts morale and motivation all around. Employee incentives like rewards or bonuses provide the same effect. 

Managers and HR leaders should join forces to create a culture of recognition where achievements, both big and small, are celebrated. Implementing a structured recognition program that includes peer-to-peer recognition, manager recognition, and company-wide acknowledgments will ensure a system that doesn’t let appreciation fall by the wayside.

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Thinking outside the box tip: Recognition walls are so yesterday… Let’s make peer-to-peer praise more personal! Engagement tools with automated prompts help colleagues get creative with their shoutouts — and can tailor them aligned to your company’s values, too.  

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#2. Create a positive and supportive work environment

A positive work environment reduces stress and fosters a sense of belonging, essential for sustained motivation. A supportive and inclusive workplace where employees feel safe and valued enhances motivation. This includes promoting diversity, equity, and inclusion and ensuring a comfortable and engaging physical workspace. 

Encourage open communication between employees to help foster a sense of community and create opportunities for social interaction and team-building activities, such as after—work drinks or group lunches.

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Fun fact: Happy environments create dedicated employees. Indeed, 87% of executives believe that happiness at work is a definite competitive advantage — but only 20% of organizations actually have employee well-being strategies in place.

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#3. Offer growth and development opportunities

Providing opportunities for professional development shows employees you’re invested in their future. Training programs, workshops, and career advancement paths can all significantly enhance motivation. Regularly discuss career aspirations during one-on-one meetings and provide guidance on how they can achieve their career goals within the company. And keep encouraging employees to set personal development goals and support them in pursuing relevant training and certifications.

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Thinking outside the box tip: Offer a “learning budget” for each employee to use on courses, books, or conferences of their choice. This empowers them to take charge and feel proud of their growth.

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#4. Promoting work-life balance

Work-life balance — we talk about this a lot. And it’s more than just a buzzword! Managers encouraging teams to maintain a healthy work-life balance protect employees from burnout or job-related resentment. 

Flexible working hours, remote work options, and wellness programs are effective strategies to help attain this balance. Implementing policies, such as flexible schedules and remote work arrangements, can also help employees manage their work and personal responsibilities more effectively.

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Fun fact: Money doesn’t always talk. In fact, employees value work-life balance just as much as they do their pay — it’s a tie at 93.7% and 93.8%, respectively!

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#5. Lean on active listening

Active listening shows employees that their opinions matter. But what is it exactly? Unlike passive listening, active listening involves giving full attention, acknowledging their ideas, and responding thoughtfully. This practice builds stronger relationships and enhances employee motivation.

Here’s a trick: Focus on the person speaking without interrupting during meetings and one-on-one conversations. Paraphrase their points to show you understand, and ask follow-up questions to delve deeper into their thoughts.

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Thinking outside the box tip: Hold monthly “listening sessions” where employees can share their thoughts and ideas in a relaxed, open forum, with no agenda other than to listen.

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#6. Prioritize trust building

Trust is the foundation of any strong relationship. Managers build trust by being consistent, reliable, and transparent with their employees. Keeping promises, admitting mistakes, and showing empathy toward employees’ concerns all foster a trusting dynamic. 

Trust also involves giving employees the autonomy to make decisions and take ownership of their work. When employees feel trusted, they’re motivated to take initiative and perform at their best. So try loosening the reins more — and see if something positive comes from that.

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Fun fact: When the three main pillars of leadership are present — clear communication, future-leading, and supporting through change — 95% of employees fully trust their leaders. 

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Boosting employee motivation examples

When it comes to motivation, sometimes it’s all about finding the right words. Positive reinforcement and expressions of appreciation can really go a long way. 

Here are some key phrases you can use to boost your troops. 

Positive reinforcement examples

Using positive reinforcement helps employees feel appreciated and acknowledged for their hard work. Put your own spin on these:

• “I appreciate your hard work on this project. Your dedication really shows.”
• “Your innovative solution to this problem has made a big difference. Great job!”
• “You’ve done an excellent job with this task. Keep up the great work!”
• “Your positive attitude and hard work are truly inspiring. Thank you for being you!”
• “Your contributions to the team are invaluable. We couldn't have done it without you.”

Phrases to show appreciation and recognition

Expressing gratitude and recognizing achievements can significantly enhance an employee's sense of worth and motivation. Try phrases along the lines of:

• “Thank you for going above and beyond to meet our deadline.”
• “Your attention to detail is invaluable to our success.”
• “I’m grateful for your consistent hard work and dedication. It doesn’t go unnoticed.”
• “Your creativity and innovative ideas have really helped our team succeed.”
• “I appreciate your willingness to take on new challenges and learn new skills.”The relationship between employee engagement and employee motivation

Employee engagement and motivation are closely linked and hugely influence each other. When employees are engaged, they become more motivated to do good work, and when they’re motivated, they become more engaged in what they do.

Engagement is all about an employee's emotional connection with the company and its goals. When someone is engaged, they're passionate about their job. They feel connected to their team and believe their work really matters. This sense of purpose and belonging naturally boosts motivation, making employees want to put in their best effort.

Motivation, on the other hand, is what drives employees to take action and aim for excellence. Motivated employees are keen to perform well, meet their targets, and help the company succeed. This drive often leads to higher engagement, as motivated employees are likelier to pour their energy and enthusiasm into their tasks.

By fostering engagement and motivation, managers can create a positive cycle reinforcing the other. Engaged employees become more motivated, and motivated employees become more engaged. It’s a win-win.

Things managers do that kill motivation

Managers play a critical role in shaping employee motivation. However, certain behaviors can inadvertently diminish enthusiasm and engagement—and we don’t want that! Below are common managerial practices that can negatively impact motivation and actionable tips to foster a more positive (and motivating) environment instead.

Micromanaging

When managers hover over employees and don’t give them the space to work autonomously, micromanaging stifles creativity and independence. Micromanagers, or helicopter managers, signal to their employees that they lack trust in their abilities, leading to frustration and disengagement.

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Try this instead: Give employees the autonomy to make decisions and take ownership of their projects. For example, if an employee works on a marketing campaign, allow them to develop and implement their ideas, providing guidance and support only when necessary.

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Focusing on mistakes

Constantly highlighting errors rather than successes can demoralize employees. Yes, mistakes need to be corrected, but everyone makes them occasionally. Focus on constructive feedback and solutions rather than blame. A balanced approach that recognizes both achievements and areas for improvement keeps motivation leveled.

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Try this instead: When an employee makes a mistake, address it privately and constructively. For instance, if an employee misses a deadline, discuss what went wrong and how it can be avoided. Also, make it a habit to publicly acknowledge their successes to maintain a positive balance.

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Dismissing ideas

Ignoring or dismissing employee suggestions can make them feel undervalued. Encouraging and considering their ideas shows respect and can lead to innovative solutions. Create a culture where all ideas are welcomed and considered, and implement a structured process for evaluating and acting on employee suggestions to demonstrate that their input is valued, impactful, and not biased.

Try this instead: Host regular brainstorming sessions to welcome and consider all ideas. For example, if an employee suggests a new process for handling customer complaints, evaluate it seriously and implement it if feasible, showing that their input is valued.

Not keeping promises to employees

Failing to follow through on commitments as a manager can erode trust and motivation from employees. Once trust is gone, it’s hard to regain it. Consistency in actions and promises is crucial for maintaining employee morale.

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Try this instead: Always honor your commitments or communicate openly if circumstances change. For example, if you promise an employee a promotion opportunity, keep them updated on the timeline and any necessary steps they need to take to achieve it.

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Holding unnecessary meetings

We’ve all been there — meetings that lack purpose or clear outcomes waste time and can frustrate employees. Managers should ensure meetings are productive and necessary to keep teams engaged.

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Try this instead: Set clear meeting agendas and ensure they have specific objectives. For example, before a team meeting, outline the key points to be discussed and the desired outcomes, and stick to the agenda to respect everyone's time

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Measuring employee success wrong

Using inappropriate metrics to evaluate performance can be demotivating. Imagine working really hard in your field of expertise but being graded on something completely outside your remit. Managers should focus on relevant, fair, achievable performance indicators aligning with individual and team goals to ensure comprehensive and fair evaluations.

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Try this instead: Tailor performance metrics to reflect each employee's contributions. For example, if an employee's role involves customer service, measure their success based on customer satisfaction ratings rather than unrelated sales targets.

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Unrealistic deadlines

Unattainable deadlines can cause stress and burnout. They make employees think: What’s the point of trying if I’m set up to fail? Managers should ensure realistic timelines and allow for high-quality work without overburdening employees. Flexibility and understanding in deadline management can also help prevent burnout and maintain motivation.

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Try this instead: Collaborate with your team to set realistic deadlines. For example, if a project typically takes two weeks to complete, avoid compressing the timeline to one week without considering additional resources or support.

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Favoritism

We’re all prone to bias—the key is to keep that in check. Showing preferential treatment to certain employees, even if subconsciously, can create resentment and reduce overall team motivation. Managers need to treat all team members fairly and recognize their unique contributions.

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Try this instead: Ensure recognition and opportunities are based on merit and performance. For example, implement a transparent process for awarding promotions or bonuses that are based on clear, measurable criteria accessible to all employees

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Boosting motivation through employee engagement software

Keeping employees motivated is an ongoing effort that needs dedication from managers. Creating a positive work environment, recognizing achievements, and keeping communication lines open can boost employee motivation and engagement.

Motivating employees effectively means managers must consistently put in the effort and engage genuinely. Understanding how important motivation is and using strategies that create a positive, supportive workplace can really enhance productivity, retention, and overall workplace culture. It's crucial to avoid the common managerial pitfalls that kill motivation and instead take a proactive, respectful approach. 

For more tips and strategies on motivating your team and boosting workplace motivation, explore our additional resources and discover how you can lead your team to success!

Traditionally, managers relied on timesheets and 9-to-5 office attendance to validate how hard their employees were working. Sure, these measures ensure employees physically show up to work — but the fact is, none of these tactics are true indicators of performance. 

In fact, 45% of tech workers across major companies like Amazon, Microsoft, Google, and Meta report doing most of their work within a 4-hour timeframe. This tells us that performance quality is not dependent on time spent at work.

In an era where the world is recognizing that everyone works differently and the rules of work have been redefined, how can managers ensure their teams are thriving and productive?

Enter the concept of a flexible workplace.

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What is workplace flexibility?

Workplace flexibility encompasses an employer's approach to work that accommodates their employees' different needs to ensure they can thrive. A flexible mindset embraces the idea that, while everyone works differently and has a different interpretation of work-life balance, all employees can be productive — provided the right conditions.

In practice, workplace flexibility can refer to specific types of flexible workplace practices, including:

• Flexible scheduling
• Flexible hours
• Flexible PTO
• Flexible workspace
• Flexible responsibilities
• Flexible management

The below sections describe each in more detail.

Ultimately, workplace flexibility represents a non-traditional work structure, where companies provide the right support and environment to get the best possible output from their employees. 

Flexible work hours

Flexible work hours mean employees have the freedom to choose their hours (or, at least, have some say in the hours they work). Instead of requiring employees to clock in at the standard 9 AM and clock out at 5 PM, they have a say in their own work hours. For employees working in-office, this can help them avoid a busy commute to maximize their day. For remote workers, this can help them make the most of peak mental productivity moments.

{emphasize}Breaking up the work day into segments: Say an employee has 7 hours of work to complete in a day, but has a dentist appointment in the morning. A flexible hours policy could allow them to start earlier, pause work to attend their appointment, resume in the afternoon, and work slightly later to finish their tasks.{emphasize}

Flexible scheduling

Work flexibility means accommodating worker needs when it comes to the days they work as well as the days they take off. This might be offering part-time work or the option for a compressed workweek that deviates from the typical 9-to-5, such as a 4-day workweek. It's not for everyone, but some employees get more done in a shorter (but more intense) sprint.

{emphasize}Consider Parkinson's Law: A psychological fact to hack, Parkinson’s Law claims that work expands to fill the time allotted for it. In other words, employees adjust their productivity to meet deadlines — which means that, ironically, more time to do a task can decrease productivity. As they say, there's no motivator like being on a time crunch!{emphasize}

Flexible PTO

Unlimited paid time off (PTO) is a policy that doesn’t limit the number of vacation days an employee can take. However (and paradoxically), an arbitrary number of days off might feel less freeing than a fixed number, as employees may view time off as elective — feeling guilty and pressured to take less time off than they need.

{emphasize}Set a minimum days-off requirement: To counter this paradox, some companies offer flexible PTO with a set minimum of days each employee should take off. This is a great way to implement the policy while ensuring no one overworks.{emphasize}

Flexible workspace

Flexible workspace, or flexible location, looks at flexibility in terms of where employees physically work. Remote work and distributed work are perhaps the two most common forms of workplace flexibility today, having become the norm after the pandemic. Colocated offices are another form of workspace flexibility, where teams rotate coming into a smaller, shared office on certain days — a strategy that can help companies decrease office space overhead costs!

{emphasize}Out of office, more focus (maybe): German Think Tank research shows that employees are interrupted at work an average of 15 times per hour — which is once every 4 minutes. The loss of productivity resulting from interruptions is estimated to cost companies about $63 billion per year globally. Yikes!{emphasize}

Flexible responsibilities

Today, it's not uncommon for employees to wear many hats. That said, workplace flexibility regarding job responsibilities (also referred to as job sharing) describes a fluid job structure where employees can take on different roles and tasks as needed, fostering a more dynamic and versatile work environment.

{emphasize}Job rotation programs: Implementing job rotation programs can help employees develop new skills and keep their work engaging. It's a strategy that enhances individual growth and increases the team's overall capability by ensuring more team members are cross-trained in various roles.{emphasize}

Flexible management

Integral to performance management, flexible management involves adapting leadership styles and management strategies to meet the needs of a flexible workforce. This can include adjusting communication methods, providing more autonomy to employees, and fostering a culture of trust and accountability — but more on that further down in this article.

{emphasize}Personalized support: Managers can tailor their approach to individual team members by understanding their unique working styles and preferences. Regular check-ins and adapting feedback delivery to suit each employee's needs can ensure everyone feels supported and valued.{emphasize}

Why implement workplace flexibility

More and more organizations are moving ahead with flexible policies for their workforces — but it's more than just jumping on the trend. So, why should managers care about workplace flexibility? Flexible work schemes can be incredibly beneficial at a company, team, and individual level.

The benefits of workplace flexibility

Flexible work policies, in all their possible combinations, have as an objective to provide a work environment conducive to employee satisfaction. They increase productivity, empower employees, and cater to personal needs for more inclusivity.

Boosts employee productivity

Location flexibility saves workers time on a long commute and helps remove the distractions of a colocated office. Flexibility in working hours can help workers find and take advantage of their moments of peak focus and creativity. Work-life flexibility allows employees to attend to and juggle personal life priorities in a more balanced way. All of these things funnel back toward improved productivity.

{highlight}An Owl Labs survey shows that WFH could be the key to happiness at work. Employees allowed to work from home (even just one day a month) showed a 24% job satisfaction increase compared to those who don't have that option. And the more employees are satisfied at work, the better they perform.{highlight}

Enhances autonomy and employee retention

Allowing employees to work when and where they can best focus improves efficiency and engagement. It also demonstrates trust from managers, which empowers employees to be more autonomous and personally accountable. All of this has tangible benefits for employee retention and reduced employee turnover.

{highlight}A Gallup study examined different working requirements across 16,000 flexible employees. 61% reported performing their tasks independently and then bringing their work to the team for collaboration. This proves that working outside the normal office structure doesn't hinder most core tasks!{highlight}

Allows for diversity, equity, and inclusivity to shine

Workplace flexibility shares the same principles as diversity, equity, and inclusion (DEI) — honoring the diverse needs of individuals within the same workforce. In direct correlation with each other, flexible work and DEI policies proactively help employees achieve their potential by curating the right environment. For instance, an employee with social anxiety can work remotely to avoid a people-packed commute, allowing them to show up to their day stress-free and focused.

{highlight}An Ernst & Young survey reveals that flexibility practices help increase the sense of belonging at work —where 45% of flexible employees feel that policies that enable autonomy in choosing hours and location relate to diversity, equity, and inclusion (DEI) within their own teams.{highlight}

The disadvantages of an inflexible workplace

Yes, the traditional 9-to-5 work structure has been the norm for decades. But maintaining an inflexible workplace comes with several drawbacks that can impact both employees and organizations negatively:

• Reduced employee morale and engagement: When employees feel constrained by rigid schedules and lack the freedom to balance their personal and professional lives, it can result in decreased job satisfaction and engagement.
• Increased burnout and stress: Without the ability to adjust work hours or work from different locations, employees may struggle to manage their workloads effectively — leading to increased stress levels and burnout.
• Limited talent pool: An inflexible workplace can limit an organization's ability to attract top talent. Millenial and Gen Z workers prioritize work-life balance and flexibility when choosing an employer.
• Higher turnover: A lack of flexibility can actually send employees job hunting: 30% of employees said they left a job (and 16% said they were looking for a new job) because of the lack of workplace flexibility.
• Lower productivity: Some people are more productive in the early morning, while others may do their best work in the evening. Rigid work schedules do not always align with employees' peak productivity periods.
• Decreased innovation and creativity: Employees who feel micromanaged or restricted by stringent policies are less likely to experiment, take risks, or think outside the box. Flexibility can foster a more dynamic and innovative workplace culture.
• Poor work-life balance: A lack of flexibility can make it difficult for employees to manage their personal responsibilities alongside their work commitments — affecting not only the employees' well-being but also their performance at work.

The old adage says, "If it ain't broke, don't fix it". But if work life (and productivity) can be improved through the implementation of formal flexibility policies, why not?

The key ingredients to making workplace flexibility work

Just like you can't make an omelet without cracking a few eggs, managers need to crack the code of trust and communication for workplace flexibility to succeed.

Without trust, managers may resort to micromanagement, which can stifle the benefits of flexible work arrangements. It's important to remember that employees often step into success when they're given the opportunity to.

Clear communication is equally important. Setting expectations, providing regular feedback, and creating a culture of open dialogue between managers and employees ensures everyone is on the same page.

3 steps to implementing flexibility strategies that work

It's all about measuring the success of your workplace flexibility strategies and adapting them based on needs. To implement flexibility in the workplace smoothly (and successfully), managers should follow these three steps:

Step 1. Observe current flexible working conditions

Before implementing flexible work policies, assess your team’s situation and what's available to them. Connect with other members of leadership to get a sense of how people work in different departments. Consider what might make sense (or not) for your team.

{emphasize}Ask questions like: Do employees work and collaborate from different time zones or locations? How many are parents with family constraints? Is mental health support considered in work-life balance right now?{emphasize}

Step 2. Introduce new flexible working strategies

Once you've established the gaps and opportunities for flexibility, it's time to test them out. When introducing new policies or options, managers should consider three key factors:

1. Think about the structures you'll retain: For example, teams that work remotely on different schedules will often maintain an overlap in which all the members are working synchronously.
2. Encourage trust instead of micromanagement: For workplace flexibility to work, you'll have to give some power to employees, trusting they won't take advantage of new freedom.
3. Remember that policy is not practice: Create an environment where employees feel safe taking advantage of this flexibility without fear of repercussions for their careers or salaries.

Step 3. Evaluate performance (and adapt)

Sometimes, a new flexibility might seem like a great idea in theory but creates more harm than good in the long run. That's part of the process! Remain open to receiving feedback and finding possible unintended consequences to adjust. If a particular approach to workplace flexibility isn’t working for your team, change it. And if it does, embrace it.

4 tips for workplace flexibility

Creating flexible workplaces doesn't have to be complicated — although find additional tips below to ensure you're doing everything you can for a smooth rollout and sustained success.

Tip #1: Setting clear expectations

As a manager, establishing guidelines and communicating effectively ensures everyone is on the same page about policy objectives and meeting success standards.

{highlight}For instance, with flexible schedules, define the core hours when everyone should be available and clarify expectations for response times to emails and messages outside of that.{highlight}

Tip #2: Using tech and tools that are essential for remote collaboration

So many new tools are available — so leverage technology to facilitate things like remote work. Managers should also work with HR to see how employees can be empowered to manage their schedules, such as requesting time off.

{highlight}Tools like Slack, Zoom, and performance management software can help maintain communication and collaboration across locations and time zones.{highlight}

Tip #3: Developing strategies for building trust and accountability

Create management strategies around implementation to build trust and accountability. Regular check-ins, transparent communication, listening to and applying employee feedback, and clear goal-setting are all ways that foster a culture of trust.

{highlight}Holding weekly one-on-one meetings to discuss progress and address concerns demonstrates that a manager cares about employee satisfaction and the impact of flexible workplace policies on their team's happiness.{highlight}

Tip #4: Co-create what a flexible environment looks like

Involve employees in the creation of flexible work policies. This ensures that the policies meet their needs and encourages buy-in. How? Invite them to the conversation from the get-go and collect their honest feedback through confidential one-on-ones and Pulse Surveys to inform new strategies.

{highlight}If an internal survey reveals that most team members would rather have the option to work shorter weeks but longer days, this could inform the creation of an optional 4-day week policy.{highlight}

What about wellness in the workplace?

Workplace wellness is a critical component of a flexible work environment. Implementing flexible work policies can significantly contribute to employees' overall well-being.

Here are ways managers can factor in wellness when developing flexible arrangements:

• Physical health: Flexible work arrangements can improve employees' physical health by allowing them more time to exercise, prepare healthy meals, and get adequate rest.
• Mental health: Flexibility in the workplace can enhance employees' mental health. By allowing employees to choose their work hours and location, they can create a work environment that reduces stress and anxiety.
• Work-life balance: By providing options such as remote work, flexible hours, and compressed workweeks, employees can achieve better work-life balance — juggling their professional responsibilities with personal commitments.
• Social connectivity: While remote work can sometimes lead to feelings of isolation, fostering social connections within the team is essential. Virtual team-building activities, regular video check-ins, and social channels for informal interactions can help maintain a sense of community and support among remote or hybrid employees.
• Access to support and resources: Employers can provide mental health counseling, stress management workshops, and wellness apps. Other ideas include encouraging employees to take regular breaks, providing ergonomic office equipment, and promoting mindfulness practices.
• Creating a culture of well-being: A truly flexible workplace recognizes (and addresses) the unique needs of employees, promotes open communication, and encourages healthy work-life integration. Leadership should model wellness behaviors themselves to help shape a positive and healthy work environment.

By fusing wellness considerations with a flexible mindset, managers can create a supportive environment where employees feel valued, engaged, and motivated to show up as their best selves every day.

Workplace Flexibility: The Future of Team Management

Don't fear flexibility for your team, embrace it. A little bit of leeway can go a long way — and the most productive and high-performing teams have a healthy dose of trust and flexibility. So be open and get creative to find ways to keep employees happy and in charge of their workloads, and watch your team thrive.

Making a flexible workplace work with Workleap

Leverage the tools, guides, and ebook found in our resource library to further inspire you in creating a flexible and productive work environment that aligns with your company and team's values. There's no one-size-fits-all, but there is a general framework of success for employee engagement and productivity — and in a digital world

Every human being wants to feel seen and valued — especially at work. Employees want to know their efforts don’t go unnoticed and that their contributions have value. That's why employee recognition is such an important part of management.

There’s a lot to learn from current employee recognition trends and statistics. How much does appreciation count for employees? Do recognition efforts impact other aspects of work and performance? And are managers getting it right?

We gathered insights from Pulse Survey data across 50,000 teams worldwide to reveal some of the most comprehensive employee performance and engagement statistics relating to recognition. 

Get ready for your mind to get blown — scroll to find out more.

‍TL;DR: Employee recognition statistics cheat sheet

• 37% of employees say they don't receive recognition frequently enough.
• 1 in 3 employees feel recognition isn’t given in a timely fashion.
• 87% of employees say recognition is meaningful when they receive it.
• 74% of employees pay attention to praise given at an organization level.
• 1 in 4 employees feel their organization doesn't celebrate accomplishments and learnings.
• 89% of employees say they're encouraged to give recognition to one another.{emphasize}

Starting with the basics: What is employee recognition?

Before diving into statistics, let’s first align on the basics. Employee recognition is, simply, acknowledging the efforts or achievements of employees.

Employee recognition takes many forms — verbal, written, and even tangible rewards. The aim is essentially to reinforce positive behaviors, boost morale, and foster a culture of appreciation in the workplace. 

As a big part of performance management and feedback strategies, employee recognition is led by managers. That said, everyone can and should participate in recognition efforts.

It’s a new world: Modern trends in employee recognition

Some things remain the same, no matter the era. The concept of pats on the back for a job well done, for example, probably hasn’t changed much from decades ago to now. Verbal praise also remains popular. Everybody still likes to hear “Good job!” once in a while. That said, some traditional methods of employee recognition are definitely evolving.

With company structures moving away from silo mentality, there’s a growing emphasis on peer-to-peer recognition. And, with new remote work environments taking over the professional world, digital platforms that facilitate real-time feedback are gaining traction. The next generation of workers also demand for more personalization in their work experiences, and they value recognition that feels genuine and tailored to their contributions.

Context matters: Industry-specific recognition trends

Employee recognition trends can also be industry-specific. After all, different industries have unique cultures and dynamics that can influence how recognition is practiced or perceived. For example, tech companies often prioritize peer recognition and innovation rewards, whereas the healthcare industry focuses on patient outcomes and team achievements.

What type of recognition do employees value the most?

There are many different types of employee recognition and ways to deliver this. Ultimately, employees value recognition that’s timely, specific, and sincere. 

Of course, who doesn’t love to receive a monetary reward? But even simple gestures like a heartfelt “thank you” or a public shoutout from a boss during a team meeting can have a profound impact — and those moments of recognition shouldn’t be overlooked.

Recognition channel preferences

While all employees need to feel acknowledged, not everyone has the same set of preferences. Some employees value the confidence boost of being praised in front of peers, while more shy employees might prefer private one-on-one praise. 

Managers have to figure out which formula works best depending on the individual. 
Also, the rise of remote and distributed teams has increased the reliance on technology — and this goes the same for relying on digital platforms for recognition. Employees appreciate tools that make recognition seamless and accessible — be it through email, chat apps, or dedicated platforms.

The key: A balanced recognition type distribution

Ultimately, a well-rounded employee recognition strategy incorporates all types of recognition, including: 

• Verbal recognition: Expressing appreciation verbally in person or through video calls. It's personal, immediate, and can be tailored to the individual employee.
• Written communication: Can take various forms —  emails, instant messaging, or handwritten notes. It can be saved for future reference and serve as a tangible reminder of appreciation.
• Public acknowledgment: Praising employees in front of their peers, like in team meetings or via company-wide emails. It celebrates achievements openly and encourages a culture of appreciation.
• Peer-to-peer recognition: Where colleagues acknowledge each other's contributions. This fosters a sense of camaraderie and teamwork.
• Managerial recognition: When recognition comes from managers. This holds significant weight and can be formal or informal, within performance reviews, one-on-one meetings, or special awards presented by leadership.
• Digital platforms: Have become increasingly popular with the rise of remote work, allowing for real-time feedback, virtual badges, and interactive features.

Reward programs: Tangible rewards like gift cards, bonuses, or extra time off. These incentives can be motivating, but they aren’t given as often as other forms of praise.

By balancing these different types of recognition — and applying a mix of verbal, written, and tangible tokens of recognition — managers ensure their teams feel valued and appreciated in a way that works for them.

Why is employee recognition so important?

Providing employee recognition can have a huge impact on employees and companies overall — influencing engagement, productivity, and loyalty. Appreciation isn’t just a nice-to-have — it ultimately impacts the organizational bottom line.

SHRM’s latest study on employee experience outlines appreciation as one of the four most critical aspects of work, according to HR professionals and workers.

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Impact on employee morale

Recognition helps love the work. Recognized employees feel more valued and appreciated, which leads to higher job satisfaction and morale.

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Influence on employee engagement

Recognition makes work meaningful. Recognition is closely linked to employee engagement, and engaged employees contribute to overall organizational success.{emphasize}

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Relationship between recognition and productivity

Recognition motivates and incentivizes. Acknowledged employees are more likely to go above and beyond — leading to increased productivity and performance.{emphasize}

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Connection to employee performance

Recognition reinforces good behaviors. By highlighting exemplary performance, managers inspire others to strive for excellence and continuous improvement.{emphasize}

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Impact on team collaboration

Recognition bonds teams. By showing support and celebrating collective successes, stronger relationships lead to smoother collaboration (and better outcomes).{emphasize}

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Recognition and retention rates

Recognition lowers turnover. It makes sense: employees who feel valued and appreciated are more likely to stay with their organization in the long run.{emphasize}

Recognition ROI: Mind-blowing employee recognition statistics  — based on data across 50,000 teams worldwide

Employee recognition isn’t something to sleep on — and this claim is based on hard evidence.  We pooled survey data from over 50,000 teams worldwide to provide you with some hard-to-ignore employee recognition statistics:

Recognition frequency statistics

37% of employees say they don't receive recognition frequently enough.

When it comes to recognizing employees, the main area for improvement is frequency. Employees want recognition more often — but how often is enough? While “too much praise” is almost impossible, managers can ask what their employees would prefer via a Pulse Survey.

{emphasize}Recognition frequency is the second lowest scoring sub-metric out of the 26 sub-metrics of employee engagement.

This tells us that recognition frequency is one of the most underserved engagement tools. When managers wait until quarterly reviews or monthly meetings to praise employees, this simply doesn’t hit the mark that employees expect. 

While it can be tough to create regular recognition rituals (especially when working remotely), setting yourself daily or weekly reminders to send out a couple of kudos to your team should help you build up a habit of giving recognition.{emphasize}

1 in 3 employees feel recognition isn’t given in a timely fashion.

Beyond recognition frequency, it's important to provide praise in real-time, too. When employees receive acknowledgment months after the fact, its value is diminished. Momentum is everything. In fact, why wait? Recognition can also mean a lot when work is still in progress.

{emphasize}Timeliness in action: Tricks to jump on recognition opportunities right away!

If managers notice someone on their team doing good work or acting in alignment with the company values, they should send a quick employee recognition message via Slack or email. There’s no time like now, and you should seize every opportunity to praise in case the next recognition window is too late.{emphasize}

All in all, don't wait until your team sees the results of their latest initiative to celebrate their success. In fact, don't even wait for them to deliver their work — provide praise as things move along to keep motivation levels high. But remember, moments of recognition should be regular. In between achievements, praise can simply be about a good attitude or collaboration, which is part of every day. Managers should let each employee know that their individual efforts are seen and valued often and in real time.

Recognition quality statistics

87% of employees say recognition is meaningful when they receive it.

This goes to show that most recognition efforts are valued — regardless if it’s about something important or a less significant effort. Praise is appreciated, no matter what it’s about. Put simply, it's better to say 'thank you' than nothing at all.

{emphasize}'Is recognition meaningful when you receive it?' is in the top 10 highest-scoring questions across Officevibe surveys.

What does this tell us? That employees take notice of recognition efforts, regardless of what it’s about. While it's natural to want to be intentional and come up with amazingly creative and unique ways to show your team recognition — employees don't need elaborate displays to feel appreciated. It's truly the thought that counts.{emphasize}

74% of employees feel adequately recognized at an organizational level.

Recognition from direct supervisors and managers counts for a lot — but it’s important to remember that appreciation is also a culture-building tactic and helps everyone feel part of the bigger picture. Employees pay attention to recognition efforts from an organizational standpoint too.

{emphasize}Making appreciation a company matter.

It’s possible to shout praise from the rooftops without making a scene. Recognition programs that take the form of an Employee of The Month section within an internal newsletter or Slack channel are a great way to provide public shoutouts at a company level.{emphasize}

Managerial recognition statistics

1 in 4 employees feel their organization doesn't celebrate accomplishments and learnings.

Company culture has a big influence on job satisfaction and the overall employee experience. An environment that celebrates wins and seeks out learnings (even when initiatives fail) will increase employee motivation and reduce the risk of burnout. Similarly, forgetting to celebrate accomplishments will create disengaged employees.

{emphasize}Looking to create more moments of celebration? Try this trick.

Create a 'win of the week' and 'fail of the week' awards — an exercise all team members can participate in. By encouraging everyone to share their accomplishments and what they could’ve done better, discussions are sparked and learning moments happen.{emphasize}

Peer-to-peer recognition statistics

89% of employees say they're encouraged to give recognition to one another.

This is great news as peer recognition has a big impact on employees. As valuable as recognition can be when it comes from direct managers or leadership, hearing you did a good job from someone whose day-to-day looks more like yours can mean a lot. Managers should continue to encourage their teams to build a culture of peer recognition together.

{emphasize}Making a culture of recognition come alive.

Like a spirit stick, a peer recognition activity could be for a trophy to get passed from one employee to another every month — with the winner designated by the team. It’s another way to get everyone involved in sharing praise and create a recognition program that invites everyone’s participation!{emphasize}

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Global recognition statistics — what’s happening around the world?

The Deloitte Greenhouse Experience Group surveyed over 16,000 professionals across 4,000 organizations around the world (from C-suite leaders to junior staff members) about their recognition preferences

While there are some strong general preferences across all professionals, such as new professional opportunities being preferred over salary bumps, there are some key differences too, based on demographic factors like generation or gender.

For example, Baby Boomers prefer private recognition compared to Millenials — whereas younger generations who grew up with social media, like Gen Z workers, are more accustomed to public praise.{emphasize}

How companies can effectively implement recognition programs in their management strategies

Understanding the power of data in shaping effective management strategies is key for any manager. Feeling inspired by the above employee recognition statistics? Here are the next steps we suggest to fine-tune your recognition programs and maximize their impact. 

Leverage employee appreciation data

Use your own data collected from employee recognition moments to gain insights into which behaviors and achievements are being acknowledged most frequently. This might reveal what is being properly recognized — as well as what’s being overlooked. 

Maybe your company gives great bonuses once a year, but forgets to proverbially high five successes day-to-day. Having access to this kind of information will help you tailor recognition efforts to align with what employees value most.

Get employee feedback on recognition

Keep inquiring with those whose opinion matters the most — employees! By soliciting feedback from employees on their experiences with recognition programs, they’ll be able to provide you with insights specific to your company realities. They might even inspire a few great ideas!

Ask them about the types of recognition they find most meaningful, as well as areas for improvement, and incorporate this feedback into the design and implementation of future recognition initiatives to ensure they resonate with your current workforce.

Measure recognition program effectiveness often

Last but not least — regularly evaluate the effectiveness of your recognition programs to ensure they continue to meet their intended goals. What works today might not work tomorrow, so adjusting recognition strategies at need is non-negotiable. 

By keeping an eye on metrics such as employee engagement levels, retention rates, and performance indicators, you’ll be able to keep your finger on the pulse when it comes to recognition efforts.

Building a culture of recognition with Workleap

We gathered insights from Pulse Survey data across 50,000 teams worldwide to unveil some of the most impactful employee recognition statistics — which was no easy feat! But thanks to our wonderful partners, our collective insights are your gain. 

From frequency of recognition to its impact on team morale, employee engagement, and productivity, these stats shed light on how much appreciation at work really does matter. It’s about connecting big and small moments to create a workplace where all employees feel valued and motivated to do their best work.With all that’s happening in the world, investing in employee recognition is more crucial than ever. The key here is to remember that moments appreciation isn’t a one-time event — it’s part of an ongoing commitment of continuous improvement.

{highlight}Find out how your employees feel about your current recognition program. Employee recognition is one of the 10 engagement metrics measured through Officevibe's Pulse Surveys. You can test it out by signing up free — you’ll be able to invite your team to answer five simple questions every week and start collecting insights on how employees really feel.{highlight}

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Picture this scenario: It's the third time you've given the same feedback to an employee about a recurrent problem (say, about a missed deadline or lack of communication on a critical task) and you're running out of new ways to express constructive criticism. Sounds familiar? Everyone deserves a fair chance at gradually improving their performance, but managers don't want to sound like broken records either.

So what's the solution, here? While employees are accountable for the outcomes of their performance, it's a manager's responsibility to deliver employee feedback in a clear and effective way. Done right, even the most negative feedback can churn out positive outcomes.

Managers shouldn't shy away from feedback — employees crave it. In fact, almost a third of employees report wanting more regular feedback from their direct supervisors and peers.

Consider this article a manager's handbook to employee feedback delivery — the fundamentals of effective feedback, practical tips on providing employee feedback, and constructive employee feedback examples to help tailor your own.

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What is employee feedback?

Before we discuss the theory, let's ensure we understand what effective employee feedback is and why it matters.

Employee feedback is a core part of continuous performance management and is key to organizational growth. Feedback conversations communicate observations and assessments about an employee's performance, along with recommendations by managers on the way forward. Thanks to feedback, employees have a better sense of direction in their work to enhance their performance.

Employee feedback is a valuable tool for professional development, recognizing strengths as much as areas for improvement. There are different types of feedback, from positive reinforcement to constructive feedback.

Types of employee feedback

There are many approaches managers can take when it comes to providing feedback to their teams. Whether it's positive feedback, negative feedback, or constructive criticism — each has its purpose. By understanding the nuances and benefits of the different types of employee feedback available, managers can tailor conversations and action plans to individual needs.

Ultimately, effective feedback is all about empowering employees and providing them with the right information on their performance so they can improve. It should be clear, supportive, and motivating.

Positive feedback

Positive employee feedback (often referred to as praise or recognition) is all about acknowledging what's going well to reinforce good behaviors or performance outcomes. Providing positive feedback is generally the easiest for managers to do!

Some positive employee feedback examples:

• An employee has demonstrated exceptional initiative and problem-solving skills on a recent project, and you tell them that you recognize and value this during an in-person chat.
• Your team pooled great effort to deliver a project ahead of schedule, and you tell them at the next team meeting what a good job they've done.

{emphasize}Pro tip: Going the extra mile on positive feedback

There are many ways to deliver positive feedback. It can be via verbal praise alone, but on certain occasions (when managers really want to make a statement), complementing the praise with a reward like a sweet treat or a half-day off incentivizes employees to keep excelling.{emphasize}

Negative feedback

Negative employee feedback is much less pleasant to deliver (or receive) than positive feedback. The goal of negative feedback, though, is to address areas of concern or performance gaps that require the employee's attention and improvement.

Negative employee feedback examples

• An employee has been consistently late to meetings and you address how this is impacting team productivity.
• A project delivered did not meet the company's quality standards and you provided this feedback to the team members involved.

{emphasize}Honestly? We don't recommend straight-up negative feedback.

While negative feedback is necessary at times, it's important to approach tough chats with sensitivity and empathy — which is why formulating negative feedback as constructive feedback instead is more effective. Jump to the next bit.{emphasize}

Constructive feedback

Constructive feedback can be viewed as a cross between positive and negative employee feedback. It combines highlighting areas of strength (positive reinforcement) while underlining what needs improvement (what's not great) in a supportive, solution-oriented manner.

Constructive employee feedback examples

• You acknowledge an employee's strong communication skills while simultaneously suggesting ways they can work on their active listening skills.
• You underline the challenges with your team meeting their deadlines while providing specific recommendations to help with time management.

{emphasize}Pro tip: How about the sandwich method?

The sandwich method is a tried-and-tested approach to providing constructive feedback — and a winner in our books. The gist of it is that it "sandwiches" constructive criticism between two positives. This way, feedback conversations start and end on a good note.{emphasize}

Continuous feedback

Continuous feedback is less a feedback type and more a framework where ongoing communication and dialogue are emphasized and central to success. It moves away from traditional feedback methods (like once-a-year performance reviews) and encourages real-time feedback and coaching.

Continuous employee feedback examples

• You regularly check in with employees to discuss progress, and challenges, and make sure goals remain aligned — be it at a scheduled one-on-one or unplanned around the coffee machine
• You provide feedback immediately after a task or project is completed, focusing on specific actions or outcomes, to inform an employee's performance on the next task or future projects.

{emphasize}Pro tip: Commit to the cycle with follow-ups

The best way to ensure you're engaging employees in a continuous feedback flow is to make a habit of scheduling follow-ups on action items stemming from feedback. This feeds the cycle: provide constructive feedback, set action items, and check back in on how everything is going.{emphasize}

10 tips for delivering effective employee feedback

Providing constructive feedback is essential for employee growth and development. However, delivering feedback effectively requires finesse and tact.

Here are ten tips to help you navigate the feedback process with confidence and clarity:

Tip #1: Set clear goals and expectations

Managers should clearly define expectations and objectives around performance to provide a framework and point of reference for feedback. Clarity helps employees understand what is exactly expected of them. It also helps everyone have more targeted and relevant feedback discussions.

{highlight}For example, if you're providing feedback on a project, outline specific goals, deadlines for each task, and desired outcomes at the outset — which you'll be able to reference back to at the end.{highlight}

Tip #2: Catch the momentum and be timely

Don't miss the window! By delivering feedback in a timely manner, managers can tackle issues with employees as they arise. This provides opportunities for immediate course correction rather than waiting too long for a problem to fester. Timely positive feedback also shows employees that their hard work doesn't go unnoticed.

{highlight}For instance, if you notice a team member struggling with a particular task, address it at the next available opportunity (be it a last-minute meeting or a quick phone call) rather than waiting for a formal review meeting.{highlight}

Tip #3: Focus on behavior, not intentions

Managers should focus on specific behaviors or actions rather than making generalizations or assumptions about the employee. Keeping feedback conversations objective and based on facts avoids turning things into a personal issue and helps employees understand the actionable steps they can take to improve performance.

{highlight}Instead of saying, "You're not a team player," focus on specific instances where collaborative efforts could be improved. This sounds like "When you don't let other team members speak, it takes away from opportunities where we can learn from each other."{highlight}

Tip #4: Be as specific as possible — and use examples

Providing specific examples and evidence to support feedback makes a stronger case for what needs improvement in the eyes of the employee in question. It's about giving context to the feedback, answering not just the "what" but the "why".

{highlight}Instead of saying, "Your presentation was unclear," provide specific examples of where the message could be strengthened, such as "Your presentation could've benefited from organizing the content more logically or using visual aids effectively."{highlight}

Tip #5: Apply a growth mindset

Approaching feedback from a growth mindset perspective means emphasizing the opportunities it presents for learning and development. Encouraging employees to see setbacks as opportunities for growth and resilience-building will avoid deflating motivation and remind them of the bigger picture.

{highlight}Frame every feedback constructively, regardless if it's positive or negative, and connect the next steps to overarching professional development opportunities.{highlight}

Tip #6: Foster open communication between all parties

Managers have to create a safe and supportive environment for feedback where employees feel comfortable sharing their perspectives and concerns. This fosters trust and transparency within the team and is essential for building feedback loops.

{highlight}Encourage open dialogue by actively listening to employee feedback and responding with empathy and respect. Make sure there's always time for everyone to express themselves — otherwise, feedback becomes one-sided.{highlight}

Tip #7: Solicit feedback from everyone

Feedback doesn't just have to come from managers. By inviting employees to provide feedback on their own performance and the feedback process itself, managers can improve their strategies too. This collaborative approach empowers employees to take ownership of their development and builds mutual respect.

{highlight}Actively seek input from employees on how they prefer to receive feedback and what support they need to succeed. A pulse survey is a great way to automate that work for you!{highlight}

Tip #8: Offer support to develop action plans

Accompanying feedback should be the necessary resources, training, or mentoring to help employees address areas for improvement identified in the feedback. This demonstrates a manager's commitment to supporting employee growth.

{highlight}For example, if an employee struggles with time management, offer time management workshops or one-on-one coaching sessions to develop skills and strategies.{highlight}

Tip #9: Follow up, always

Following up on feedback discussions is part of progress monitoring. Regularly checking in also enables managers to offer additional support when needed and recognize efforts and achievements along the way.

{highlight}Check-in regularly with employees to see how they're implementing feedback via a quick Slack message. A weekly or daily reminder will ensure this doesn't slip through the cracks!{highlight}

Tip #10: Lead by example

Managers can model the behavior they wish to see in their teams by actively seeking and responding to feedback from their own managers and colleagues. This sets a positive example for others and reinforces the importance of continuous improvement at every level.

{highlight}Demonstrate a willingness to learn and grow by soliciting input on your own performance and incorporating feedback into your professional development plans.{highlight}

Effective feedback is a two-way street that requires clear communication, empathy, and a commitment to ongoing development from everyone. By incorporating these tips into their feedback approach, managers help cultivate a company culture of constant growth and learning.

4 innovative feedback methods

Traditional forms of feedback aside, managers can leverage more innovative approaches to enhance feedback — making the process more engaging and impactful for everyone involved.

Here are some new ways companies are experimenting to deliver feedback more effectively:

1. Gamification: Incorporating elements of gamification adds a fun and interactive dimension to the feedback process. Today, there exist many gamified performance management platforms that enable employees to receive feedback in the form of badges, points, or rewards for achieving milestones or accomplishing tasks. Not only does gamification make feedback a dynamic aspect of the employee experience, but it encourages healthy competition at work too.
2. Video feedback sessions: Instead of relying solely on written or verbal feedback, companies are now embracing video feedback sessions — something that has become a necessity for remote teams. Video feedback sessions can be live, which is ideal to engage in dialogue, but managers can also record personalized video messages ahead of time. Video offers a more dynamic and expressive communication medium, conveying tone and body language much better than an email, which allows for more clarity and empathy.
3. Peer feedback exchanges: Feedback doesn't just have to come from managers. Peer-to-peer feedback provides employees with the opportunity to receive insights and perspectives from their colleagues. Sometimes, feedback might resonate that much more when it comes from someone who does the same job we do. Facilitating structured feedback sessions between peers also signals that a company fosters an internal feedback culture based on mutual support and learning.
4. Real-time feedback apps: Real-time feedback apps are gaining popularity across the globe as tools for continuous performance management. These apps enable employees to request and receive feedback from managers or peers instantly, on their phones or laptops, which engages everyone in timely, actionable conversations. Real-time feedback apps are key to building continuous feedback loops, as well as promoting agility and responsiveness in addressing issues.

Of course, nothing beats a high-five and great feedback doesn't have to be complicated. That said, we encourage managers and employees alike to inject a bit of creativity and dynamism into the entire feedback experience to keep employee engagement levels high.

Applying the SCARF model: The psychology behind feedback

Why does effective feedback require such involved consideration? For one, feedback is perceived as a social threat by our brains. This triggers self-protective mechanisms to preserve our self-esteem — hence why some employees get defensive when receiving feedback.

Managers can deliver feedback more effectively by understanding the psychology behind it. David Rock, the author of "Your Brain At Work" and pioneer of neuroleadership, created the SCARF model to explain the social threats our brains perceive.

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Status

Status refers to a person's position relative to others — and any criticism that threatens someone's status can evoke feelings of defensiveness. To mitigate this, managers should encourage employees to self-reflect by asking questions like, "How do you think that went? Is there anything you believe you could improve on for next time?"

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Certainty

Uncertainty about the future (especially regarding job security) can intensify the perceived threat of feedback. By providing clear goals and reaffirming objectives during feedback sessions, managers can help employees feel more certain and secure that there are solutions and a way forward.

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Autonomy

Employees do need support, but they also value autonomy and feeling a sense of self-reliance. Feedback can be perceived as micromanaging and suffocating. When delivering feedback, managers should involve employees in the decision-making process of setting the next steps and new goals to maintain their sense of control and independence.

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Relatedness

The quality of the relationship between the feedback giver and the feedback receiver can influence the way feedback is received. Feedback that feels demeaning or isolating can trigger defensive reactions. That's why managers need to establish a personal connection with each of their staff to foster a supportive environment.

{emphasize}

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Fairness

Employees compare themselves to their peers — that's an unavoidable reality. If unfairness is perceived, like an employee feeling singled out, this can exacerbate defensiveness. Managers should ensure feedback is equitable and transparent, and emphasize that all team members receive similar levels of feedback.

{emphasize}

Master the art of giving employee feedback

Effective employee feedback delivery is an essential skill to hone — and key in driving employee engagement, performance, and success. By mastering the art of giving feedback, you, too, can empower your teams to reach their full potential.

Interested in a deeper dive into employee feedback? Check out our Employee Feedback Demystified: A Comprehensive Guide for Managers for actionable insights and practical tips to elevate your feedback game.

With the right approach and mindset (and a few practical tips), any manager can turn stressful feedback discussions into powerful opportunities that drive individual and organizational growth.

Part of a manager’s job is to keep employee engagement high — and there are many ways to do that. From nurturing feedback loops to making employee experiences more personalized, engagement strategies help sustain productivity levels. 

Research points to employee engagement as one of the most impactful engagement tactics. Our stats roundup reveals employees who feel recognized are 4X more engaged than those who don’t. 

Meaningful recognition helps keep team morale up, fosters connection and offers direction to employees by validating the efforts that contribute the most to success. 

So, how can managers provide adequate recognition when many employees now work in remote or hybrid settings? Today, employee recognition tactics require a bit of creativity. You’re in the right place — this article has a few tricks and tips to help you build a lasting and impactful culture of recognition at work!

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Why remote employee recognition is important — especially today

Employee recognition increases engagement and productivity and helps build a positive company culture. The impacts of remote employee recognition include: 

• Encouragement and support through remote challenges: Virtual recognition helps balance out negative emotions that can occur throughout the day. Just because you can’t see an employee across a physical desk doesn’t mean they aren’t facing difficulties and pressures across a screen. Recognition is a great way to show support and keep human moments going, even if we’re not there in person.
  
• Increased employee engagement: Employee engagement increases when teams feel valued. Making recognition a habit increases their productivity and motivation — whether it’s a small acknowledgment or a more significant moment of recognition of good work done.
  

Improved employee retention: Happy employees, happy work life. Recognition immensely impacts retention — organizations prioritizing employee appreciation have a more loyal workforce and advocate for their employer.

Recognizing employees: Do the same rules apply remotely vs in the office? 

The fundamental recognition principles apply to all employees, regardless of work setting. That said, nuances must be considered when recognizing remote employees — the lack of face-to-face interaction calls for a more deliberate and structured approach. 

Managers need to be more proactive in seeking out opportunities to create moments of recognition remotely despite the distance. 

The 4 types of recognition — and how they apply to remote work

Four types of employee recognition exist: public, private, monetary, and promotional. Recognition can come from managers and direct supervisors (top-down) or peers. Here are some examples that can apply to remote or hybrid contexts:

Public recognition

Public recognition involves acknowledging an employee's achievements or contributions publicly.

In a remote work context, this could be:

• During a virtual team meeting
• Via company-wide email
• In a peer-shared Slack channel

Private recognition

As the name describes it, private recognition takes place through one-on-one conversations. This type of recognition is more personalized.

In a remote work context, this could be:

• During a manager-employee meeting
• Via a peer-to-peer recognition platform
• Through a private feedback report

Monetary recognition

Monetary recognition includes tangible rewards. Think of financial incentives with a calculable monetary value attached to them.

In a remote work context, this could be in the form of:

• Salary bumps
• End-of-year bonuses
• Virtual gift cards

Promotional recognition

Promotional recognition, also called rewards, involves providing other opportunities as a form of recognition for exceptional performance.

In a remote work context, this could look like:

• Career advancement opportunities
• New responsibilities 
• Specialized e-training

Different employees respond better to different types of recognition — some employees may really value the opportunity to be praised in front of their peers. In contrast, others may view private acknowledgment as more personal and meaningful.  

Managers need to determine which types of recognition are the most impactful for each team member to ensure their recognition efforts are well-received and have the desired effect.

What other kinds of recognition do employees value the most?

Within the four main pillars of recognition exist variants of recognition messages. Generally, recognition is a positive acknowledgment or praise, formal or informal. But recognition doesn’t only come from managers — it can come from peers, too.

What is positive recognition for job performance?

Positive recognition for job performance is about acknowledging and appreciating an employee's efforts or contributions. Written or verbal (or even attached with some rewards), the point of positive recognition is that it reinforces desired behaviors.

What is an example of formal recognition?

Formal recognition is typically part of structured recognition initiatives — annual awards, employee of the month programs, or performance-based bonus schemes. Think of formal recognition as a systematic approach to appreciating employees.

What is an example of peep-to-peer recognition?

Peer-to-peer recognition builds camaraderie between team members, where colleagues acknowledge and show appreciation to one another, be it Slack channel shout-outs, thank-you notes, or nominating them for internal awards.

By getting everyone involved in fostering a culture of appreciation, you’re ultimately setting up remote employees with more opportunities to connect and feel seen.

8 remote employee recognition ideas to keep your team engaged from home

You may have scrolled right to this part of the article — and we don’t blame you. Remote managers need to get creative when it comes to building their team's engagement and morale across a screen. 

Here are some key employee recognition ideas for you to put into action:

1. Don’t wait for formal opportunities: Give an employee kudos every day

Employee recognition doesn’t have to be turned into a big deal for it to mean a great deal — even a small kudos can make someone’s day. Managers and peers should be generous with showing appreciation, especially in a remote setting where human moments don’t occur as frequently.

Share a remote employee kudos via:

• Personalized private messages
• Slack shoutouts
• In a virtual team meeting

Not sure how to phrase a kudos? Personalize this script: 

Thank you, [Team member name], for your [help, positive attitude, support, ideas, or other]. Thanks to your contribution, [describe impact]. Make sure to pass on kudos to someone else on the team who has impacted you this week!

2. Begin and end virtual meetings with moments of recognition

Like the sandwich method, managers should try to begin and end every one-on-one meeting with moments of recognition — whether about performance or simply attitude. Not only does this set a positive tone for any discussions planned in that meeting, but it also ensures the meeting ends on a motivating note.

Meeting-appropriate recognition can also look like: 

• One-on-one acknowledgment from a manager
• Team appreciation during a weekly status
• Round table recognition by peers

The following question should help you reflect on what to praise:

• How has this person influenced good outcomes?
• Has this person’s work, attitude, or actions supported our remote team?
• Has this person exceeded expectations? If so, how?

3. Make virtual recognition a team effort

Managers support their teams. That said, colleagues support one another too. While formal recognition from a superior has a lot of value, so does informal recognition from peers. It’s important to encourage everyone to show praise.

Virtual team recognition ideas:

• Direct peer-to-peer recognition via chat channels
• Virtual recognition wall or board
• Team building activities

4. PDA: Recognize team members cross-team and company-wide

Great leaders don't take all the credit — they share it. By sharing recognition publicly, managers demonstrate that they value their employee’s collective contribution. This is also another way to lead a positive company culture by example.

PDA (public displays of appreciation) remotely can be:

• Public acknowledgment at meetings online
• Employee of the month programs
• Employee appreciation virtual events

Pass the mic to others who have contributed!
Invite other employees to chime in and recognize one another during those public moments. Recognizing effort and good work builds team morale, confidence, and job satisfaction big time — so leverage more voices!

5. Address remote work directly and point out what's going well

Not everyone has the same ease with remote work, so even acknowledging good performance within remote contexts can keep morale going. Managers should point out what’s going well, specific to remote work.

Noteworthy things to acknowledge for remote employees:

• Team collaboration across time zones
• Remote or asynchronous communication 
• Support for one another even from afar

Invite employees to share remote work solutions

Who better to share hot tips and insights on improving remote work than those directly in it? Managers can gain insights and increase employee engagement by asking teammates to share remote work productivity hacks.

6. Leverage virtual experiences and get creative

Thanks to the boom of remote and hybrid work in recent years, thousands of new software solutions specifically made to enhance the virtual office experience have hit the market. But managers and employees can also think outside the box in showing recognition efforts.

Some ideas to consider: 

• Interactive chat integrations with GIFs
• Monthly recognition emails or newsletters
• Care packages sent to home offices

Running out of ideas? Ask employees for their fresh take!

If you need new ideas to level up recognition tactics, get inspired by employee suggestions. Pulse surveys are a great way to get a virtual “ideas box” going.

7. Celebrate milestones together, even from afar

Even remotely, employees celebrate big milestones such as work anniversaries or the end of big projects. Real life continues to happen even behind a screen — it’s important for managers not to forget about celebrations.

Things to celebrate, even in remote settings:

• Team celebrations on project completion
• Recognition badges or certificates
• Work anniversary celebrations

You can have your remote cake and eat it, too.

For significant milestones like work anniversaries, remote employees can: 

• Chip in for a cake or meaningful gift sent by post
• Sign a virtual card using a collaboration platform like Miro 
• Book out an hour in the day for a virtual break to celebrate together

8. Consider remote rewards

Words are great, but who can say no to a reward? Everybody appreciates a tangible token of appreciation — and they should still be a central part of recognition strategies, even in remote work contexts:

Rewards that work for remote employees:

• Flexible work options
• Digital gift cards or vouchers
• Spot awards celebrated on Zoom
• Creative awards or trophies sent by mail

Biggest reward? Professional development opportunities!

One of the most gratifying rewards for employees comes in the form of career advancement. Professional opportunities are a way to incentivize employees to keep performing at their best and are a key driver for sustained engagement.

6 tips for making remote recognition effective and meaningful 

Mastering remote recognition is essential for keeping your team motivated and engaged. Here, we’ve listed six expert tips to ensure your recognition efforts hit the mark — no matter where your employees work.

1. Ask remote workers how they want to be recognized

In a remote work environment, individual employees may have different preferences for how they like to be recognized. Rather than play guessing games, managers should take the time to learn individual preferences and directly ask each employee what works for them.

Here are some useful questions to spark the conversation (either through a one-on-one conversation or via a pulse survey):

• What kind of recognition is most meaningful to you? 
• How do you prefer to receive recognition: publicly or privately?
• Do you prefer verbal recognition, written acknowledgment, or tangible rewards?
• How do you define meaningful recognition in the context of remote work?
• Are there any past instances of recognition that stood out to you as particularly impactful?
• Do you have any suggestions or ideas for improving or making recognition more meaningful in our remote work environment?
• Is there anything else you would like to share about your preferences regarding recognition?

2. Make recognition authentic and from the heart 

While gift cards and monetary rewards have their place, personal and sincere feedback often leaves a lasting impression. Instead of relying solely on material rewards, managers should also offer verbal or written feedback that explicitly acknowledges an individual's contributions (and their positive impact).

In fact, a Deloitte survey shows that 54% of employees prefer to be recognized with a “Thank you” message, compared to 7% who would prefer a gift.

Here are some messages of recognition templates to inspire you:

• Specific feedback: "John, I wanted to express my gratitude for your exceptional work on the recent project. Your attention to detail and ability to meet tight deadlines significantly impacted our team's success. Thank you for going above and beyond to ensure its completion."
  
• Personalized recognition: "Sarah, I want to take a moment to recognize your dedication and creativity in handling the client's request last week. Your innovative approach solved the problem efficiently and impressed the entire team. Your contributions are truly valued and make a difference."
  

Genuine appreciation: "David, I just wanted to say thank you for your consistent positivity and willingness to help out whenever needed. Your enthusiasm is contagious; working with someone who always brings their best to the team has been a pleasure. Your efforts don't go unnoticed, and I appreciate everything you do."

3. Encourage team member recognition across the board

Recognition isn't limited to a top-down approach. Colleagues, managers, and executives alike benefit from it. Promote peer-to-peer recognition across the hierarchy. By fostering a culture where everyone acknowledges each other's contributions, everyone helps create a positive and supportive work environment.

How to encourage team member recognition at every level:

• Foster a culture of appreciation where everyone feels empowered to recognize their colleagues and incorporate this in onboarding programs.

• Provide platforms or channels for peer-to-peer recognition, such as dedicated Slack channels or moments during team meetings.
  
• Lead by example by openly acknowledging and appreciating the efforts of your team members at all levels.
  
• Celebrate successes and milestones collectively as a team, reinforcing a sense of unity and camaraderie, where higher-ups are invited.

4. Offer staff recognition to individuals who work behind the scenes

A lot goes into a project. Managers need to remember to recognize those who work behind the scenes or indirectly contribute in valuable ways.

Managers should also encourage team members to highlight the achievements of those whose work goes unnoticed. Not only does this help develop leadership skills among team members, but it also fosters empathy and camaraderie within the team.

Ways to recognize employees working behind the scenes:

• Acknowledge the efforts of support staff, remote administrators, or those working on the infrastructure that enables others to excel, like tech support.

• Encourage team members to express gratitude for their colleagues' less visible but equally valuable contributions.

• Incorporate recognition of behind-the-scenes work into regular team meetings or virtual gatherings to ensure visibility and appreciation.

5. Incorporate remote employee recognition program surveys in your feedback system

Managers can leverage feedback mechanisms to gauge recognition frequency and quality. By implementing ways to understand how employees are feeling and what they need from you, you’ll be able to adjust your performance management approach at need.

Additional ways to collect recognition insights from employees:

• Incorporate brainstorming sessions with the team to address any low engagement metrics revealed in the surveys. Tap into the collective intelligence of your team to find solutions.

• Implement regular surveys or feedback mechanisms specifically focused on recognition and appreciation.

• Use anonymous feedback tools to encourage honest responses and gather insights into the effectiveness of recognition efforts.

• Utilize a visual team engagement report to get a quick overview of your team's happiness levels and identify areas for improvement.

• Use AI to analyze survey results to identify trends, areas of improvement, and opportunities to enhance the recognition culture within the organization.

6. Keep recognition efforts regular — consistency is key!

Whether it's a daily shout-out or a monthly recognition event, keeping these efforts consistent fosters a culture of appreciation and motivates employees to continue delivering their best. Hey, there’s no shame in setting calendar reminders, too!

Tips to help everyone make recognition a habit:

• Establish a schedule for recognition activities, whether a weekly shout-out during team meetings or a monthly awards ceremony.

• Integrate recognition into everyday interactions and communications rather than saving it for special occasions.

• Use technology tools like recognition platforms or apps to automate and streamline the process of acknowledging achievements.

• Encourage managers and team members to incorporate recognition into their daily routines, making it a natural part of the work culture.

• Provide training and guidance on effective recognition practices to ensure all employees understand the importance of consistent feedback and appreciation.

Enhancing moments of recognition for employees near and far

In a remote work dynamic where trust and autonomy are heavily relied upon, sustaining high levels of motivation and engagement is non-negotiable. 

However, cultivating a culture of appreciation requires consistent effort and attention —  and the modern manager needs to adapt the virtual experience to make recognition moments as human and impactful as possible. This is where technology designed specifically for employee recognition can make a difference. 

By leveraging software to gather valuable insights directly from their team and understanding their sentiments and managerial needs, managers can adjust their recognition efforts to fit the bill. 

Creating a culture of appreciation and value is just the beginning — and the necessary foundation for creativity and innovation. By keeping remote teams connected through day-to-day recognition efforts, you’ll be one step closer to a connected workforce motivated to give its all.

Hungry for more recognition insights? Download Officevibe's recognition guide for more best practices on appreciating your team.

Feedback is an essential tool to help employees understand their role and overall performance. Managers can use feedback to identify areas of improvement by using constructive employee feedback to correct mistakes or reward exceptional performance using positive feedback.

Both constructive and positive employee feedback are necessary for a healthy working environment.

Understanding how to provide positive feedback is the first step in empowering employees to put their best foot forward and feel accomplished every day.

The benefits of positive employee feedback

Positive feedback helps reinforce behaviors and actions that have a beneficial impact on the employee, team, and organization. It's vital to building an encouraging, thoughtful work culture and a determinant of the overall level of happiness in the workplace.

Positive feedback helps motivate employees and shows them that they and that that do are valued. The list of benefits of positive employee feedback is ample, including improving productivity, upping employee engagement, and fortifying workplace relationships.

Promotes engagement

No matter how well-intentioned, negative feedback — or feedback perceived as negative — can sting. While it's a vital tool for correcting problematic behavior, it can also result in employees avoiding managers who appear too critical.

Positive reinforcement makes people feel good and can create a stronger connection between employees and management. And employees are looking to make that connection,

More than one quarter of employees don't feel like the feedback they receive is frequent enough to help them understand how to improve. And 22% are unsatisfied with the frequency of feedback coming from their direct manager.

Officevibe survey data

Employees who feel they can engage with management are often more likely to raise potential workplace concerns or problem areas within the business.

Supports a high standard of work

Having clear standards aligned with your organization's core values allows employees to engage with the type of behavior and work quality they expect from the company. Positive feedback lets employees know that they're on the right path and will encourage them to put in the extra effort to generate high-quality work.

Is cost-effective

A high turnover rate can be devastating for a business. It results in decreased productivity and reduced morale, but it also costs significantly more to hire a new employee than to retain an existing one.

Providing positive feedback improves employee performance, saving teams the additional cost of hiring new workers. It can help reduce costs and raise profits, and even a small change in employee engagement can lead to huge gains for the company.

Employees are 3.6 times more likely to strongly agree that they are motivated to do outstanding work when their manager provides daily (vs. annual) feedback.

Gallup, How Fast Feedback Fuels Performance

Reduces attrition

If a particular workplace gains a reputation as being a negative and highly critical place, it's less likely to attract the best talent or retain the talent it has. Positive feedback is important because it creates a trusting, open environment that is a pleasure to work in, making employee retention easier.

Encourages desired behaviors

Praise makes people feel good and want to repeat the behavior that prompted the praise. A combination of positive and negative feedback can effectively shape employee participation and promote specific behaviors. If you want to encourage your team to work harder, rewarding the extra efforts of a few team members can promote harder work in the entire team.

Positive feedback examples for employees

Giving feedback requires good communication skills to work. However, framing positive feedback as sincere, meaningful, and appreciative can pose a challenge, so planning ahead is vital. Having a few positive employee feedback examples on hand can ensure that managers deliver high-quality employee feedback that motivates employees and gives them the recognition they deserve.

Leadership

Some employees show strong leadership skills, rising to the occasion when their team needs them the most. Encouraging these skills can even prompt these individuals to consider a leadership role in the future.

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Positive feedback examples for leadership include:

• I admire how you guided the team through this challenging project. It's reassuring to know that the team has someone like you who they can rely on that will encourage them to excel.
• We've seen notable improvements in employees' performance since you took over the team's leadership. Everyone seems to be more engaged and ready to work, and we look forward to seeing what you do in the future.
• Great job working as a leader in the team. Your proactive approach and strong leadership capabilities show you're set for more leadership roles in the future.

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Performance

The secret of effective feedback is to reward employees whenever you see them doing a good job. It can be highly motivating to hear genuine admiration for their work without waiting for a performance review.

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Here are some positive feedback examples when it comes to performance:

• I'm impressed with how quickly you completed all of your tasks. You did them quickly, and you also paid attention and avoided potential mistakes, showing that you're capable of excellent work on future projects.
• We appreciate your insight into this unexpected problem. Your ability to synthesize solutions and take risks helped us avoid a severe crisis, and we're very happy to have such a talented and intuitive person on the job.
• Thank you for your consistent hard work. It's reassuring to know that we have such a reliable member that gives all of their tasks the attention and care they need while still prioritizing the essentials.

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Teamwork

Focusing on an employee's good qualities in teamwork will produce more consistent results and improved productivity.

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Here are some examples to show these individuals that you notice their skills:

• Thank you for keeping your team in the loop during the last project. It allowed everyone to make informed decisions and ensured that we met all our deadlines and targets. We can't imagine the team without such a strong team player.
• Your handling of the conflict between your team members was admirable. You kept your cool and helped mediate the situation without it escalating any further. You're a vital member of this team, and we appreciate your team spirit.
• We've noticed that you've really stepped up as the contact point for the team. You keep everyone on the same page regarding targets and help struggling team members accomplish their tasks. Your helpfulness and organizational skills have helped this team thrive.

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Noticeable effort

It's easy to coast along and meet expectations. Some employees are willing to go the extra mile, and encouraging this behavior with positive feedback shows others that you notice and reward hard work.

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Here are some ways to provide feedback that recognizes strong efforts:

• You put so much effort into this project, and your determination inspires the rest of us as well. You're an asset to the team, and your focus helped us go beyond our original goals.
• Thank you for your passion and commitment during this project. While it didn't work out the way we expected, your hard work allowed us to learn valuable lessons that we can apply in future projects.
• We noticed that you put in a lot of extra work during the past couple of weeks, and it's yielding impressive results. Your dedication is an inspiration to the rest of the team, and we look forward to seeing what you can do in the future.

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Communication

Good communication can bring teams together and help them exceed expectations.

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Foster an attitude of camaraderie and open communication with positive employee feedback examples:

• I noticed that you went above and beyond in keeping everyone informed of the situation this week. Your check-ins ensured that everyone knew their role and responsibilities, allowing us to overcome these challenges.
• Thank you for always providing reports and regular check-ins in a timely manner. They help me coordinate with other teams and stay on track during the project.
• Your strong communication ability and positive attitude helped the team come together this week. It would have been easy for some details to slip through the cracks, but your efforts helped us catch and handle potential mistakes before they became problems.

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Taking the initiative

Taking the initiative is a positive behavior that can be tricky to encourage. Most employees are reluctant to take risks due to potential negative consequences, and regular feedback can help strengthen employees' confidence.

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Some feedback examples of how to inspire your employees to take more initiatives are:

• You demonstrated an admirable amount of initiative by taking proactive action on this project. Thanks to your problem-solving skills, we could avoid potentially costly mistakes.
• Good work on taking on the additional responsibilities last week. It helped us kickstart this project, and we're set to finish it in record time. Thank you for your efforts.
• Thank you for bringing the team together on such short notice to handle the problem today. I wouldn't have been able to call a meeting myself, and it's reassuring to know I have a potential leader I can rely on to take the reins when necessary.

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Managing conflict

Conflict can be a driver of change and growth if managed correctly. Employees that can mediate and resolve conflicts effectively are invaluable in improving team productivity and promoting change in the organization.

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Here are some examples of how to manage change and conflict with grace:

• I appreciate you stepping in to solve the conflict between the team today. Your ability to compromise helped us move past the issue and allowed us to meet our deadline.
• Thank you for cooling down the argument between your team members. By getting everyone on the same page, we were able to identify a new solution to the problem and exceeded our original goals.
• You're doing an amazing job relating to your former peers after your last promotion. It can be tough keeping lines of communication open, but you've navigated your new responsibilities like an expert.

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Customer support

The core goal of most businesses is to acquire and retain customers. Having employees that are customer favorites can be a bonus.

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It's good to have some positive feedback examples to keep them motivated:

• We received great feedback from your last client, who said that your expert advice was exactly what they needed to make a smooth transition to our product.
• Thank you for putting in the extra effort with the last client. They can be tricky to manage, but your patience and willingness to compromise ensure that they'll be loyal customers for years to come.
• You've received the top customer satisfaction rating for several months in a row. Your empathetic approach clearly works wonders, and we'd love you to share your strategy with the team.

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Personal development

Most employees want to develop and grow as part of their careers. It's important to note these development milestones by giving feedback and encouraging employees to continue by providing support with positive feedback and constructive criticism.

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Here are some examples of how you can acknowledge professional development and expertise:

• I'm amazed that you could master that skill in such a short time. Your ability to receive feedback definitely played a role, as did your determination to succeed.
• I noticed that you put in extra work to get up to speed with the new system. It's always good to see employees show initiative and study independently, but we're also happy to provide any additional training you may need.
• Your transition from shy intern to confident leader is inspiring and a huge motivation to the rest of the team. We look forward to seeing how you'll continue to hone your skills in the future!

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New employee

New hires tend to feel overwhelmed or insecure during their first couple of weeks in a new office. By giving new employees positive feedback, you help foster a company culture of supportiveness that can help new workers relax and boost their confidence, leading to positive outcomes in the future.

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Support new team members with feedback examples like:

• I know that you're still settling in, but the team has already noted your willingness to help and eagerness to learn. You're well on your way to becoming a critical team member.
• Thank you for sharing your insights into our onboarding process. We always appreciate employee input, and your advice helped us combat some flaws in the system.
• Good job speaking up in the team meeting this morning. It can be intimidating for a new member to provide feedback, but your confidence and positive energy mean that you'll fit in with the rest of the team in no time.

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Best practices for giving positive feedback to employees

Giving employee feedback can be a challenge, but following a few simple principles can ensure that you give effective employee feedback during your feedback conversations.

Be specific

You want to reinforce good habits, so be sure to identify what the person did well. Vague feedback can feel insincere and make the employee feel unnoticed.

Give real-time feedback

Don't wait until the next meeting; identify and reward good work with positive feedback as soon as you see it happen.

Provide actionable feedback

If you're providing corrective feedback, guide the employee with usable ideas. It's easy to say you don't like how they do a task, but saying how you want a task done is significantly more effective.

Be genuine

Employees can tell if you're giving positive feedback simply to improve morale. While our employee feedback examples are a great baseline, you should still do your best to tailor your feedback example to the situation and person involved.

Stay compassionate

Some people view constructive feedback as negative, so it's vital to stay kind during the session and consider the employee's situation and feelings.

Let others know (if appropriate)

If you believe that an employee did something truly amazing, it may be worthwhile to acknowledge their contribution publicly. However, ensure that the employee is comfortable with the recognition before proceeding, as unwanted positive feedback may lead to potential conflicts.

Positive vs. constructive feedback

The main difference between positive and constructive feedback is that positive feedback acts as a motivational tool to enhance employee engagement with praise. Constructive feedback is a tool to address negative behaviors by providing actionable insights into how to address these issues.

Using negative feedback appropriately

Just like there's a time and place for positive feedback, there is that for negative. However, since negative feedback doesn't always land as comfortably as the latter, it is even more important to understand this type of feedback and how to deliver it appropriately.

What is negative feedback?

Negative or corrective feedback refers to identifying and correcting mistakes or wrong behaviors. Employees regularly make mistakes, but it can be tough to change their behavior until they know they're doing something wrong.

Using criticism effectively

Effective employee feedback may often require some form of negative commentary. If the employee fails to meet the company's organizational values, they need to receive negative criticism and actionable methods to correct their mistakes.

Many constructive employee feedback examples contain the "feedback sandwich," where you provide feedback after noting a positive aspect of the employee's work. This helps the employee take the feedback without getting defensive or affecting their job satisfaction.

The positive feedback loop

A positive employee feedback loop is when a company uses its employee feedback channel to improve its internal structure and workplace satisfaction. It leads to better business outcomes as employee engagement and productivity increase. Obtaining and taking note of employee feedback is often invaluable and should be a core value of any business. Most workers will provide informative feedback when related to their work.

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A modern employee feedback software like Officevibe can help you activate a feedback loop like a pro. Use it to automate and organize how you collect anonymous feedback from your employees, no matter your team's size or location.

Quantifiable results and reporting take the guesswork out of identifying your team's pain points. When you can clearly see the areas where your employees are disengaged, you can address them before they choose to work elsewhere!

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MONTRÉAL – May 8, 2024 – Workleap, a leading software company behind products that improve the employee experience for 20,000 companies in more than 100 countries, is pleased to announce the appointment of JD Saint-Martin to the company’s Board of Directors.

After 17 years of being bootstrapped and profitable, Workleap achieved an important milestone last year when it announced its first external investment of CA$125 million from CDPQ, a global investment group. With ambitious goals for the future, the Workleap Board of Directors had been looking for a candidate with a strong track record of scaling growth, which they found in Saint-Martin.

"You can tell right away when someone's really good at what they do, and JD Saint-Martin is definitely one of those people,” said Simon De Baene, CEO and Co-founder of Workleap. “He's calm, humble and highly ambitious. That's the kind of person I want to build a business with, and his experience scaling revenue will be a great addition to the team.”

JD Saint-Martin is the President of Lightspeed, a commerce platform that powers the operations of 160,000+ retailers, restaurateurs and golf courses. The company is headquartered in Montreal and dual-listed on the New York and Toronto Stock Exchanges. Saint-Martin joined Lightspeed in May 2019 through the acquisition of Chronogolf, a SaaS company he co-founded in 2013. Since then, he’s been an instrumental player in driving growth and delivering value to Lightspeed’s B2B customers. Prior to founding Chronogolf, Saint-Martin worked in venture capital and private equity at Teralys Capital in Montreal, Canada and GE Equity in London, UK. He holds a Master of Science in Accounting and Finance from the London School of Economics and a Bachelor of Commerce in International Business from the University of Ottawa.

"What the Workleap team has built over the past two decades is impressive, and I'm honoured to join the team," said JD Saint-Martin. "I’m inspired by the company’s mission to make work simpler, and I'm looking forward to contributing to Workleap’s growth, with the ultimate goal of enabling even more people to work at their best."

About Workleap

Workleap builds practical employee experience software that makes work simpler. With its growing collection of tools, Workleap streamlines talent management and the adoption of productivity tools to enable people to work at their best. Products include:

• Workleap Officevibe – The simplest engagement, recognition and performance management tools.
• Workleap Onboarding – A better way to structure and automate new hires' journey.
• Workleap Skills – The next gen career development tool to map skills and accelerate teams' growth.
• Workleap LMS – The most efficient way to create and organize internal training.
• ShareGate by Workleap – A leading Microsoft 365 management solution, from migration to management of day-to-day operations.
• Pingboard by Workleap – Dynamic org chart and employee directory that connect your organization.

With over 20,000 happy customers in more than 100 countries, Workleap is a must-have for businesses looking to create a more engaging and successful workplace.

Addressing poor employee performance is a crucial aspect of management and, when handled correctly, can turn potential flops into opportunities for growth. We designed the Poor Performance Discussion Template to guide managers through these delicate conversations constructively and supportively. Use this tool to facilitate discussions that address issues and pave the way for employee recovery and development.

Addressing poor performance template

Recognizing signs of poor performance

Poor performance can manifest in many ways, from missed deadlines and low-quality work to lack of engagement and negative attitudes. Recognizing these signs early is critical as they can significantly impact team dynamics and the achievement of company objectives. Timely intervention is of the essence to prevent further decline and disengagement. Schedule a dedicated meeting to help employees realign with organizational standards and expectations. 

Preparing for the discussion 

Discussions on performance can be extra sensitive, making adequate preparation even more critical. To make sure that the conversation is both empathetic and productive, follow these steps: 

• Gather specific examples of poor performance to discuss particular instances rather than general dissatisfaction. 
• Review the employee's job description and performance expectations to clarify discrepancies between expected and actual performance. 
• Reflect on external factors that might be affecting the employee's performance, such as personal issues or workplace changes. 

Conducting the performance discussion

Creating a supportive environment for the performance discussion helps set the right tone for constructive feedback: 

• Choose a private and comfortable setting to ensure employees feel safe expressing themselves without fear of public criticism. 
• Approach the conversation empathetically, focusing on understanding the employee's perspective and fostering improvement. 
• Utilize the "Poor Performance Discussion Template" to structure the conversation effectively: 
  • Begin with a check-in to gauge the employee's feelings about their role. 
  • Clarify expectations versus reality by discussing specific instances of poor performance. 
  • Explore underlying issues contributing to performance issues and discuss possible solutions. 

Sample questions from the template 

Each question within the template serves a specific purpose: 

• "Do you feel the expectations of your role are realistic?" This question helps understand if the employee feels overwhelmed by their responsibilities. 
• "How would you describe your current responsibilities in your own words?" This aims to detect any misalignment in the employee's understanding of their role. 
• "Do you feel you have all the conditions you need to succeed?" This identifies any gaps in resources or support that the employee might be experiencing. 

Developing a performance improvement plan 

A vital outcome of the performance discussion should be the collaborative development of a performance improvement plan, which includes: 

• Setting clear, achievable goals agreed upon by the manager and employee. 
• Regular check-ins to monitor progress and adjust the plan as needed. 
• Continuous support and communication to ensure the employee feels supported throughout their improvement journey. 

Addressing poor performance: An HR management essential

Addressing poor performance is about critiquing and fostering an environment where employees can learn and grow. With the right approach and tools, managers can transform these challenging conversations into opportunities for development and recovery. 

Download the Poor Performance Discussion Template to effectively manage performance issues in your next one-on-one meeting with ease and take the next steps to support your team members' professional growth.

And for more management tools to help you confidently lead, check out the full suite of templates in the HR Toolbox. 

Efficient, effective, empowering

Managing a team requires clarity, foresight, and organization. The HR Toolbox simplifies these challenges, providing structured templates to guide your most critical interactions. Each template includes: 

• Best Practices: Clear guidelines to enhance your managerial approach. 
• Talking Points and Sample Questions: Ready-to-use prompts to ensure productive discussions. 
• Tailored Plans and Agendas: Get everything you need for the task, from checklists to suggested schedules. 

{emphasize}What's included in the HR Toolbox: 

• One-on-One Meeting Agenda Template: Establish a consistent routine with comprehensive agendas and essential talking points for effective one-on-one meetings. 
• Stay Interview Template: Discover what motivates your team members to stay committed and engaged, helping you retain top talent. 
• Career Development Plan Template: Assist your team members in crafting their career trajectories with a guided framework for discussion and goal setting. 
• Clarify Roles and Responsibilities Template: Clarify expectations and roles, bridging gaps and boosting productivity and accountability within your team. 
• Addressing Poor Performance Template: Navigate conversations about performance issues with tact and constructiveness, fostering improvement and success.{emphasize}

Stay interviews are a proactive and strategic tool to enhance employee retention and satisfaction within an organization. Think of them as opportunities to zero in on how your team members feel about loyalty and what's making them stick around (or wonder about greener pastures). By introducing the Stay Interview Template, we provide managers with a structured method to conduct these crucial conversations. This template helps uncover valuable insights into what keeps employees engaged and committed, facilitating necessary adjustments and improvements in the team.  

Understanding stay interviews 

Stay interviews are distinct from exit interviews or regular performance reviews. They focus on current employees and seek to understand their reasons for staying with the organization, unlike exit interviews, which explore reasons for departure after the fact. Conducting stay interviews can lead to increased employee engagement, reduced turnover, and a stronger, more positive organizational culture. 

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Preparing for a stay interview 

Effective stay interviews require thorough preparation to make sure that the conversation is both meaningful and productive: 

• Review past interactions and notes related to the employee to maintain continuity and relevance. 
• Assess the employee's recent achievements and any changes in their workload or organizational context. 
• Develop a tailored set of questions that reflect the specific circumstances and roles of the employee, aiming to address their unique contributions and concerns. 

Conducting the stay interview 

Creating the right environment for a stay interview meeting is crucial for its success: 

• Choose a private and quiet setting to ensure the discussion remains confidential and free from distractions. 
• Maintain a focused and respectful tone throughout the interview to encourage open and honest communication. 
• Use the "Stay Interview Template" to guide the conversation effectively: 
  • Start with an initial check-in to gauge the employee's current feelings and level of engagement. 
  • Explore key factors that influence their decision to stay with the company. 
  • Address any potential improvements that could enhance their work experience and satisfaction. 

Key questions and discussion points 

The template includes several strategic questions designed to provide deep insights into the employee's perspective. Here are a few examples: 

• "What makes this place a great place to work for you?" This question helps identify the positive aspects that contribute to employee satisfaction. 
• "What could tempt you to leave our organization?" Understanding potential deal-breakers is crucial for preemptive action. 
• "How do you feel about the support and growth opportunities provided here?" This assesses the effectiveness of development and support structures within the organization. 

Handling sensitive topics with care ensures employees feel valued and genuinely heard, reinforcing their trust in management and the organization. 

Actionable outcomes and follow-up 

Summarizing the discussion and agreeing on actionable steps are essential for making stay interviews effective: 

• Document key points and agreed-upon actions to make sure both you and your team members are clear on the outcomes. 
• Schedule regular follow-ups to review changes and continue adapting to the employee's needs. 
• Demonstrate a genuine commitment to implementing the discussed changes, which is critical for maintaining trust and engagement. 

Stay interviews: An HR management essential 

Stay interviews are a powerful tool for building a supportive and engaging work environment. They enable managers to proactively address potential issues and reinforce the employees' value to the organization. 

Download the Stay Interview Template now to discover what motivates your team members to stay committed and engaged, helping you retain top talent.

And for more management tools to help you confidently lead, check out the full suite of templates in the HR Toolbox. 

Efficient, effective, empowering

Managing a team requires clarity, foresight, and organization. The HR Toolbox simplifies these challenges, providing structured templates to guide your most critical interactions. Each template includes: 

• Best Practices: Clear guidelines to enhance your managerial approach. 
• Talking Points and Sample Questions: Ready-to-use prompts to ensure productive discussions. 
• Tailored Plans and Agendas: Get everything you need for the task, from checklists to suggested schedules. 

{emphasize}What's included in the HR Toolbox: 

• One-on-One Meeting Agenda Template: Establish a consistent routine with comprehensive agendas and essential talking points for effective one-on-one meetings. 
• Stay Interview Template: Discover what motivates your team members to stay committed and engaged, helping you retain top talent. 
• Career Development Plan Template: Assist your team members in crafting their career trajectories with a guided framework for discussion and goal setting. 
• Clarify Roles and Responsibilities Template: Clarify expectations and roles, bridging gaps and boosting productivity and accountability within your team. 
• Addressing Poor Performance Template: Navigate conversations about performance issues with tact and constructiveness, fostering improvement and success.{emphasize}