Imagine your employees walking into work every day knowing that they feel truly valued. Not just with a passing ‘thanks’ at the end of projects, but with genuine appreciation that makes them feel seen, heard, and motivated to do their best.
Now, compare that with a workplace where hard work goes unnoticed, where employees feel like just another cog in the machine.
The difference between these two environments is worlds apart – and it all comes down to employee recognition.
With employee engagement, retention, and productivity high on the agenda, recognising achievements – either big or small – has become an essential tool for building a thriving workforce. In fact, companies with strong recognition cultures often see higher job satisfaction, increased motivation, and lower turnover rates. But here’s one thing to bear in mind: a one-size-fits-all approach to recognition won’t cut it. For appreciation to have a real impact, it must be inclusive, authentic, and personalised.
That said, how can businesses move beyond a generic ‘well done’, and create a culture where every individual feels truly valued? Understanding the true power of recognition could be the first step toward transforming your workplace for the better.
Why employee recognition matters
Recent findings from O.C. Tanner’s 2025 Global Culture Report, which gathers data and insights from workers across 27 countries including the UK, found that appreciating employees’ efforts takes place on a regular basis in 54% of UK organisations. This figure has risen from previous years, highlighting that more and more businesses are focusing on employee recognition. But what are the reasons why?
Employee engagement and retention
A well-appreciated employee is a motivated one. Employees who feel recognised are more likely to be engaged in their work and, in turn, may stay with a company for longer. An effective recognition strategy can help reduce costly turnover and build a committed workforce.
Productivity and performance
When employees know their contributions are valued, they are more likely to go the extra mile. Recognition reinforces positive behaviours, motivating individuals and teams to continue striving for excellence. Employees who feel appreciated are more likely to take pride in their work, leading to increased productivity and performance.
Positive workplace culture
A culture of appreciation helps build stronger relationships between employees and management, reducing workplace stress and creating a more supportive environment. In organisations that truly embrace a culture of appreciation, where every employee feels seen and valued, burnout is less likely to occur.
A lot of companies are realising that what leads to satisfaction for one person will not for another. At Reed, we believe there are certain things that can help overall, such as a purposeful job, open and honest communication, feeling safe and like you belong, and like you are well rewarded and recognised for the work you do.
Head of Reward and Co-Member Experience, Reed
Top tips on how to reinforce recognition
Offering employee recognition isn’t just about handing out occasional thank yous – it involves embedding recognition into the everyday fabric of your workplace.
Here are three ways you can recognise the work of your employees that is both lasting and meaningful:
Make recognition a daily habit, not an afterthought
The biggest mistake managers make with recognition is waiting for an annual event or quarterly review to say ‘well done’. Appreciation should be frequent, timely, and woven into daily interactions. A quick shoutout in a team meeting, a written note or email, or even a casual ‘great job’ in the moment can make all the difference and won't go unnoticed.
According to our annual salary guide survey of 5,000 UK workers, which looks closely at the benefits workers value, recognition for achievements was ranked top (30%), suggesting that employees welcome when their contributions are acknowledged and appreciated. Simple gestures such as employee awards, shoutouts, and public recognition can make a significant impact.
The research also showed that a culture of gratitude can improve employee morale and retention. Expressing thanks and recognising effort doesn’t impact company financials, but can have a meaningful impact on job satisfaction, with 22% of employees saying more thanks from leadership would make them feel more valued.
This expression of gratitude doesn’t have to be grand – it just needs to be genuine. Instead of being vague, try something a little more personal, such as “fantastic work on that client pitch – it really helped us land the deal”. Why are you thanking them? Why is what they did important? These small, consistent moments of appreciation create a lasting impact.
Personalise recognition to what truly matters to each employee
Not all employees want to be recognised in the same way. Some feed off public praise in a team meeting, while others prefer a private thank you. Some appreciate a token of appreciation or reward, while some value extra flexibility or career growth opportunities. The key? Know your team and tailor your appreciation accordingly.
A great way to do this is by asking employees directly how they like to be recognised. You can do this informally in one-on-one meetings or through a quick engagement survey. When recognition is personal and meaningful, it creates stronger connections and reinforces that each employee’s contributions are valued in a way that feels right for them.
Lead by example and make recognition part of the team culture
Recognition should start from the top. If leaders and managers consistently model appreciation, it sets the tone for the entire organisation. When employees see their managers openly recognising great work, it encourages a culture where peer-to-peer appreciation also thrives.
One way to reinforce this is by building recognition into your work structure – such as a ‘wins of the week’ segment at the back end of team meetings or an online channel dedicated to celebrating achievements. When appreciation becomes a shared responsibility rather than just a top-down initiative, it reinforces an environment where everyone feels valued and motivated to support each other.
How does this shape the wider employee satisfaction picture?
Employee appreciation doesn’t exist in isolation – it plays a crucial role in overall employee satisfaction. Recognition should be integrated into a broader strategy that includes:
Career development opportunities: employees who see a path for growth within a company are more engaged. Our 2025 salary guide survey shows that nearly a fifth (19%) of employees said that if they had a clearer path of progression laid out for them by their employer, they would feel more valued and, ultimately, more content in their role.
Work life balance and wellbeing: appreciated employees are more likely to feel positive about their role, reducing stress and burnout.
Fair pay and benefits: while appreciation is powerful, it should complement – not replace – fair compensation.
It’s often the smaller things that can make the biggest difference. Remember, your employees are your most prized asset, so make them feel appreciated on a regular basis and ensure recognition is a fundamental part of your culture and employer brand.
If you’re looking for a talented professional to join your team or a new role to enhance your career, contact your nearest Reed office today.
