9 Ways To Make Recognition At Work Truly Unforgettable In 2025

Recognition at work is one of those things that sounds simple in theory but can be surprisingly hard to get right in practice. Over the years, I’ve seen how the smallest, most thoughtful acts of employee recognition can make a world of difference. According to a study by Gartner, a well-designed recognition program can help drive an 11.1% increase in average employee performance.

I’ve also seen the damage that can be done when it’s overlooked or treated as a checkbox exercise.

The reality is the workforce has evolved. Employees today expect more than just a pat on the back or a generic "good job." They crave recognition that feels personal, meaningful, and reflective of the effort they put in. And why wouldn’t they? After all, we all want to feel valued for the work we do.

In this blog, I’ll walk you through nine impactful ways to make recognition at work unforgettable in 2025. Whether you’re an HR professional or a leader trying to create a culture of appreciation, these insights will help you move beyond the basics and inspire your team like never before.

What Do Employees Actually Want from Workplace Recognition?

If you’ve ever felt that your recognition efforts aren’t hitting the mark, you’re not alone. Recognition isn’t a one-size-fits-all solution. What resonates with one employee might leave another feeling unacknowledged.

So, the question is: what do employees actually want?

In an HBR article, multiple social and people management experts highlighted what makes an employee go above and beyond for the job they do.

They used a modified version of Maslow's hierarchy of needs to zero in on three simple desires shared by employees:

1. Career: Having a Job That Fulfils Professional Goals

For most employees, work is more than just a paycheck. It’s a means to grow and achieve their professional ambitions. Recognition tied to career progression, like celebrating milestones, achievements, or skill development, shows employees that their efforts contribute to their personal and professional growth.

2. Community: Building Strong Relationships Within the Workplace

We spend a significant chunk of our lives at work, so it’s no surprise that employees crave a sense of belonging. Recognition that strengthens workplace relationships, whether peer-to-peer shoutouts or team-wide celebrations, fosters a supportive and inclusive community. It’s about creating a culture where people genuinely feel valued by their colleagues.

3. Purpose: Feeling Passion, Happiness, and Peace in the Job

At the end of the day, employees want to feel that their work matters. Purpose-driven recognition, where contributions are linked to the company’s mission or greater societal goals, can ignite a sense of pride and motivation. It’s about acknowledging what they did and showing them why it made a difference.

When you approach recognition with these three desires in mind, you’re addressing the deeper needs that drive engagement and satisfaction.

Related Read: Psychology of Employee Recognition: Understanding The Fundamentals

On that note, another more profound need can be identified as personalized recognition. Personalized recognition is more than receiving a “good job” from the manager.

Personalized recognition goes beyond surface-level appreciation. It shows that you’ve taken the time to understand what matters to your employees and what motivates them. So, the question you need to ask is -

Why Personalized Recognition Matters?

The first reason that comes to mind is that personalized recognition is tailored to individual preferences. Every employee has their own idea of what meaningful recognition looks like. Some prefer public accolades, while others cherish a quiet, heartfelt thank-you. By personalizing recognition, you show employees that their unique contributions and preferences are valued.

Another reason that makes personalized recognition powerful is that it builds stronger connections. Personalized gestures create a deeper emotional impact. Whether it’s calling out specific accomplishments in a team meeting or writing a note of appreciation, these acts foster trust and strengthen relationships.

The simplest way to get personalization right is to ask employees directly about their preferences. Consider incorporating these queries into regular check-ins or surveys:

• How do you like to be recognized for a job well done?
• What’s your favorite way to be recognized?

These questions might seem basic, but the insights you’ll gain can make a world of difference in designing a recognition strategy that resonates. For instance, some employees might thrive on public recognition, while others appreciate a day off or an opportunity to upskill.

Once you understand the nuances of personalization, the next logical step would be -

Understanding Employee Preferences

Recognition in the workplace can take many forms, but not all approaches resonate equally with everyone. Some employees beam with pride when their achievements are highlighted publicly, while others prefer a quiet acknowledgment.

Understanding the nuances of Public vs. Private Recognition is the key to ensuring your recognition efforts hit the mark.

There’s no denying the impact of public recognition. It amplifies accomplishments, boosts morale, and inspires others.

However, not everyone thrives in the spotlight. Some employees may prefer a private thank-you that feels more personal and less performative.

To strike the right balance, it’s crucial to ask employees directly about their comfort levels. For example:

• Would they appreciate a shout-out during an all-hands meeting?, Or
• Would a one-on-one note or email acknowledging their efforts feel more meaningful?

By tailoring your approach to each individual’s preference, you can ensure the recognition feels authentic and appreciated.

Another way of understanding employee preference is through Tangible vs. Intangible Rewards.

For some employees, tangible rewards like gift cards, extra time off, or training opportunities hold significant value. These are easy to quantify and can serve as a lasting reminder of their hard work.

Others may prioritize intangible rewards like verbal praise, handwritten notes, or a simple thank-you. These gestures may not cost anything but carry a heartfelt sentiment that lingers long after the moment has passed. That is why you must spend some time in collecting rewards and recognition ideas to boost employee recognition.

Finally, a proactive way to understand employee preferences is by asking the right questions. You can incorporate simple queries into your feedback process:

• How do you like to receive recognition?
• What type of recognition motivates you the most?

By gathering these insights, you’ll create a recognition strategy that caters to the diverse needs of your team. Employees will feel seen, heard, and valued, which ultimately boosts engagement and satisfaction.

What Does Giving Recognition at Work Mean?

Workplace recognition is the act of acknowledging and rewarding employees for their contributions, achievements, and behaviors that align with organizational values.

It can take many forms, ranging from formal awards to casual compliments, but the key is sincerity and timeliness.

Effective recognition isn’t just about handing out rewards. It’s about creating a culture where appreciation is embedded into everyday interactions. And to create such a culture, first you need to understand how your employees prefer to get recognized at work.

How do you want to be recognized at work? A Shift in Expectations.

Gone are the days when a simple certificate or a service award was enough to satisfy employees. Today’s workforce expects recognition that is:

1. Frequent: Delayed recognition feels like an afterthought, diminishing its impact. Acknowledging employees in real time or close to the event is far more effective.
2. Specific: Generic praise like "good job" lacks impact. Highlighting exactly what the employee did well shows genuine attention and care.
3. Personalized: Cookie-cutter approaches don’t work anymore. Employees want recognition that feels tailored to their efforts and preferences.

Once you have understood the employee preferences, you must understand the importance recognition plays.

The Importance of Recognition in a Professional Setting

1. Boosting Morale and Motivation

Recognition is a powerful morale booster. Whether it’s a simple thank-you or a formal acknowledgment, knowing their efforts are appreciated inspires employees to keep going. It reinforces the idea that their hard work is noticed and makes them feel proud of their contributions.

2. Driving Productivity and Engagement

An employee who feels recognized is an employee who’s engaged. Recognition motivates people to take ownership of their tasks, go the extra mile, and stay focused on their goals. Over time, this leads to higher productivity and better team performance.

3. Enhancing Retention and Loyalty

One of the top reasons employees leave their jobs is a lack of appreciation. Recognition, when done consistently and sincerely, fosters loyalty by showing employees that they are a valued part of the organization. This reduces turnover and the associated costs of hiring and training.

4. Linking Recognition to Core Values

When recognition aligns with an organization’s mission and values, it amplifies its impact. For example, if teamwork is a core value, recognizing collaborative efforts reinforces the behavior and encourages others to follow suit. Employees feel more connected to the bigger picture, creating a sense of purpose and belonging.

9 Amazing Ways Employees Want to Be Recognized at Work

Recognition is one of the most effective ways to boost morale, improve job satisfaction, and drive employee engagement. But it’s not just about recognizing employees, it’s about doing it in ways that truly resonate. Here are nine meaningful ways employees prefer to be recognized at work, along with actionable tips for implementation.

1. Boost Peer-to-Peer Recognition

There’s something uniquely impactful about being recognized by your peers. It's because they are the ones who work alongside you and truly understand your contributions. Peer recognition creates a culture of appreciation and strengthens team bonds.

Source: Vantage Rewards

How to Implement: Introduce structured peer recognition programs like “shout-out” boards or a dedicated digital platform for appreciation.

Example: A teammate completing a challenging project could receive a shout-out during a team huddle or on a shared digital platform.

Why It Works: Peer recognition feels authentic because it comes from colleagues who directly observe the effort and impact.

2. Leverage Social Media for Public Acknowledgment

In today’s hyperconnected world, social media recognition amplifies employee contributions and boosts visibility.

How to Implement: Use internal communication tools like Microsoft Teams or Yammer for department-level recognition. With the employee’s permission, share standout achievements on external platforms like LinkedIn.

Example: Post a photo of an employee receiving an award, accompanied by a short description of their accomplishments.

Why It Works: Public acknowledgment not only celebrates employees but also enhances your company’s employer branding by showcasing a culture of appreciation.

3. The Era of Instant Gratification

Real-Time Recognition Delayed recognition is as good as forgotten in today’s fast-paced workplace. Employees appreciate being recognized as close to their achievement as possible.

How to Implement: Use digital tools that allow managers and peers to give real-time shout-outs. Celebrate milestones immediately with spontaneous rewards or team gatherings.

Example: A quick, celebratory email or a digital badge can go a long way in making employees feel valued right after an accomplishment.

Why It Works: Real-time recognition reinforces desired behaviors and motivates employees to continue their efforts.

4. Offer the Gift of 'Time Off' as a Reward

According to a Deloitte survey, 32% have consistently prioritized work over family/personal commitments. Therefore, in a world where work-life balance is increasingly valued, giving employees time to recharge is one of the most meaningful rewards.

How to Implement: Grant an extra day off as a reward for exceptional performance or hitting a major milestone. Offer flexible scheduling to recognize employees’ contributions without disrupting their personal commitments.

Example: After completing a high-pressure project, an employee could receive a "wellness day" to rest and recharge.

Why It Works: Time-off rewards show employees that you care about their well-being, helping to prevent burnout and improve morale.

5. The Power of Personalization in Rewards and Recognition

A personalized approach ensures recognition feels genuine and tailored to the individual.

How to Implement: Use surveys or one-on-one check-ins to learn what motivates each employee. Offer point-based rewards that employees can redeem for items or experiences of their choice.

Source: Vantage Rewards

Example: One employee might prefer a gift card to their favorite store, while another might value a professional development opportunity like attending a workshop.

Why It Works: Personalized rewards demonstrate thoughtfulness, making employees feel truly valued and appreciated.

6. Public Recognition in the Workplace

Sometimes, a little public acknowledgment goes a long way in making employees feel celebrated.

How to Implement: Hold team meetings or company-wide events to highlight individual achievements. Use digital platforms with social feed features to recognize employees publicly in real time.

Source: Vantage Rewards

Example: Announce the "Employee of the Month" during a company town hall or share a congratulatory post on the company’s internal social platform.

Why It Works: Public recognition reinforces positive behaviors and motivates others, while also fostering a culture of appreciation.

7. Verbal Recognition Over Non-Verbal Recognition

A simple, heartfelt “thank you” can sometimes outweigh any tangible reward. In a 2019 Deloitte survey, 54% of employees said they preferred a verbal thank-you, and 31% preferred a written thank-you when recognized for day-to-day accomplishments.

How to Implement: Take time to personally thank employees for their contributions. Include specific details about what they did well to make your gratitude more impactful.

Example: “Your presentation to the client was fantastic! I especially appreciated how you addressed their concerns with such clarity and confidence.”

Why It Works: Verbal recognition is immediate, cost-effective, and resonates deeply because of its sincerity.

8. Be Specific with Your Recognition

Generic praise can feel insincere, but specific recognition demonstrates that you truly understand and appreciate an employee’s contributions.

How to Implement: Link recognition to specific actions or behaviors you’d like to see repeated. Use clear, detailed language to describe what the employee did and why it mattered.

Example: “The way you handled that last-minute client request was incredible. Your quick thinking and problem-solving kept the project on track.”

Why It Works: Specific recognition reinforces desired behaviors and gives employees a clear sense of what they’re doing well.

9. Recognize Efforts, Not Just Big Wins

It’s not always about the end result. Recognizing the effort that goes into a task can be just as impactful.

How to Implement: Celebrate milestones along the way to a bigger goal. Acknowledge employees who demonstrate perseverance, creativity, or teamwork, even if the project doesn’t succeed.

Example: “Although the pitch wasn’t successful this time, your innovative ideas and teamwork were truly impressive. Let’s build on them for the next opportunity.”

Why It Works: Focusing on effort encourages employees to stay motivated and resilient, even in the face of challenges.

The Challenges of Recognition in the Modern Workplace

While recognition has the power to transform workplace culture, implementing it effectively comes with its own set of challenges. In today’s diverse and fast-evolving work environment, companies must navigate these obstacles to ensure their efforts are impactful and inclusive.

1. Inconsistent Recognition Practices

One of the most common pitfalls is inconsistency. Recognition programs often start strong but lose momentum over time. When recognition is sporadic or unevenly distributed, employees may feel overlooked or question its authenticity.

The Solution:

Create a structured and well-documented recognition program. Use tools and platforms to standardize recognition practices, ensuring everyone gets a fair chance to be appreciated.

2. Cultural and Generational Differences in Recognition Preferences

In today’s multigenerational and multicultural workplaces, one approach to recognition doesn’t fit all. Baby Boomers may value formal awards, while Millennials and Gen Zers often prefer instant and digital forms of recognition. Cultural nuances can also impact how recognition is received and appreciated.

The Solution:

• Take time to understand your team’s demographics and preferences.
• Offer a variety of recognition methods, such as public, private, verbal, written, or reward-based, to cater to different needs.
• Encourage feedback from employees about what works best for them.

3. Lack of Resources or Budget for Meaningful Recognition Programs

A common misconception is that recognition requires significant financial investment. While monetary rewards can be impactful, many meaningful gestures cost little to nothing. The real challenge lies in prioritizing recognition despite limited resources.

The Solution:

Focus on cost-effective methods like verbal appreciation, personalized thank-you notes, or digital shout-outs. When budgets allow, consider scalable solutions like point-based reward systems that let employees choose rewards within set parameters.

Recognition at Work: The Impact of Feeling Valued

When employees feel valued, the workplace becomes more than just a place to earn a paycheck—it transforms into an environment where individuals thrive, grow, and contribute their best efforts. The impact of recognition on employee morale and organizational success cannot be overstated.

1. How Recognition Enhances Productivity and Engagement

Employees who feel recognized are far more likely to be engaged with their work. They take ownership of their tasks, contribute innovative ideas, and collaborate effectively with their teams. This sense of engagement drives higher productivity and strengthens the organization’s ability to meet its goals.

Example:

An employee recognized for successfully leading a project is motivated to replicate their performance, often inspiring peers to follow their lead. Recognition becomes a cycle that boosts overall team performance.

2. The Psychological Benefits of Workplace Recognition

Recognition has a profound impact on employees’ mental well-being, extending far beyond professional outcomes. When employees feel appreciated, it reduces stress, builds self-esteem, and fosters a deep sense of belonging. This creates a happier, healthier, and more resilient workforce that’s motivated to give their best.

A key sentiment shared by employees is, "If I do great work, I know it will be recognized." This belief fuels a sense of purpose and inspires them to invest effort and enthusiasm into their roles, knowing their contributions will not go unnoticed.

On the other hand, when recognition is lacking, it erodes trust and engagement, often leading to frustration, disengagement, and burnout. This highlights how essential meaningful recognition is as a motivational tool and cornerstone of workplace well-being.

Final Takeaway: Recognition at Work is Integral to Company Culture

If there’s one thing we’ve learned, it’s that recognition is not a luxury but a necessity. It’s the cornerstone of a thriving workplace, where employees feel valued, motivated, and inspired to give their best. A strong culture of appreciation can transform your organization, turning it into a place where people don’t just work but flourish.

Recognition efforts fall flat when they’re inconsistent or impersonal. By personalizing recognition to align with individual preferences, you show your team that you truly care about their unique efforts and aspirations.

Recognition doesn’t have to be complicated, but it does need to be intentional. Managers play a pivotal role in creating a culture of appreciation.

Organizations that prioritize recognition enjoy higher levels of engagement, better retention, and a more cohesive team dynamic.

So, take a moment to reflect:

• Are you recognizing your employees enough?
• Is your recognition program tailored to their needs and preferences?
• How can you make recognition a more integral part of your workplace culture?

Start small if you need to. A sincere thank-you, a timely shout-out, or a thoughtful reward can go a long way. What matters most is creating a workplace where everyone feels valued and appreciated for their efforts.

FAQs

How do you like to be recognized at work?

This varies widely among individuals. Some prefer public acknowledgment, while others value a personal note or tangible rewards. The key is to ask employees directly about their preferences.

What are effective ways to recognize employees?

Effective recognition includes verbal praise, personalized rewards, peer-to-peer acknowledgment, and real-time recognition. Aligning recognition efforts with individual and team achievements ensures greater impact.

Why is recognition important for employee engagement?

Recognition reinforces positive behaviors, boosts morale, and fosters a sense of purpose. It motivates employees to perform at their best and strengthens their emotional connection to the organization.

This article is written by Nilotpal M Saharia, a Senior Content Marketing Specialist and R&R Evangelist at Vantage Circle. With a Master's in Business Administration and over seven years of experience, he has developed expertise in diverse fields, including marketing, content creation, entrepreneurship, and human resources. In addition to being a regular contributor at Vantage Circle, Nilotpal's work has also been featured on Select Software Reviews. For any related queries, contact editor@vantagecircle.com