Boosting Retention: Employee 7 Recognition Success Stories
Every company strives to keep its best talent, but how do top leaders actually achieve this? Learn from a VP of Market Operations and a president who share their real-world strategies. This article kicks off with the idea of offering frequent financial incentives and wraps up with the importance of acknowledging hard work and achievements, featuring seven insightful contributions. Discover actionable ways to recognize your employees and boost retention.
- Offer Frequent Financial Incentives
- Provide Personal and Genuine Recognition
- Initiate Peer-Recognition Programs
- Deepen Interdepartmental Connections
- Implement a Simple Recognition System
- Nominate for Employee of the Month
- Acknowledge Hard Work and Achievements
Offer Frequent Financial Incentives
We’ve found that frequent, small, achievable financial incentives, combined with a strong focus on internal recognition, offer a great combination of effective motivation and affordable costs. This is especially helpful to us in a largely remote-and-distributed work environment where we don’t get the chance to connect in person very often and have to rely on concrete metrics for employee performance evaluation.
Nick Valentino
VP of Market Operations, Bellhop
Provide Personal and Genuine Recognition
We’ve found that regular and genuine employee recognition significantly impacts retention. We focus on making sure that recognition is personal and meaningful. These small gestures can make a big difference, whether it’s a simple “thank you” during a team meeting or a written note acknowledging someone’s hard work.
We’ve also created opportunities for peer-to-peer recognition, where employees can acknowledge each other’s contributions. This helps build a positive culture where everyone feels appreciated and valued.
The impact has been noticeable—employees who feel recognized tend to stay longer and are more motivated to perform at a high level. It improves morale, increases engagement, and ultimately strengthens our team’s loyalty to the company. By fostering a supportive environment through consistent recognition, we’ve reduced turnover and maintained a happy, productive workforce.
Daisy Cabral
Visionary Founder and CEO, Teami Blends
Initiate Peer-Recognition Programs
For example, one of the most notable things I initiated was the peer-recognition program that I introduced at Alpas to celebrate team members for their work and contributions on a regular basis.
The program enables employees to appreciate each other for small wins—a well-deserved pat on their back—and helps the community share the word loud and clear. This resulted in playing out these monthly “spotlight” awards and quarterly team celebrations, which we found to have a significant upside with morale and engagement.
The results spoke for themselves: we had a reduction in employee turnover because our team members felt valued and had a deeper connection to our mission. This program also reaffirmed how powerful and relevant recognition is to create the atmosphere, culture, and environment of loyalty for the workplace.
Sean Smith
CEO & Head of HR, Alpas Wellness
Deepen Interdepartmental Connections
When it comes to employee recognition, it’s valuable to think outside the department. Your company is a machine with many working parts, none less crucial than another. If recognition programs end with the department head, workers aren’t able to see how their contributions make the broader business successful. This can lead to alienation, even when awards and commendations are regularly offered.
So, to improve employee retention, deepen the connections between departments. Be sure that workers are receiving kudos from every management level, no matter how many degrees of separation remain between their areas of expertise.
As the President of Perpetual Talent Solutions, I consider it my duty to personally reach out to members making a difference in my company, no matter what their position. This practice has increased employee satisfaction and retention significantly.
Jim Hickey
President, Perpetual Talent Solutions
Implement a Simple Recognition System
One effective approach we’ve taken is implementing a simple yet impactful recognition system, where we regularly acknowledge our staff’s hard work and dedication.
For instance, during our monthly team meetings, we celebrate individual and team accomplishments, whether successfully supporting a grieving family or going above and beyond in service. We highlight specific instances of compassionate care and teamwork, ensuring each employee feels seen and valued.
This approach has significantly impacted employee retention. By fostering a culture of appreciation, we create an environment where staff members feel respected and motivated to continue their important work. They recognize that their efforts contribute to a greater mission of providing support during difficult times, which enhances their sense of purpose in their roles.
As a result, we’ve seen improved morale and lower turnover rates. Employees who feel recognized are more likely to stay, leading to a more experienced team that can provide exceptional service to the families we serve, ultimately strengthening our reputation within the community.
Paul Jameson
Founder, Aura.life
Nominate for Employee of the Month
I have personally seen the positive impact of employee recognition on employee retention. In my previous agency, we had a team member who was consistently going above and beyond their responsibilities. They would always arrive early, stay late to complete tasks, and proactively take on extra projects.
To recognize their hard work and dedication, our team decided to nominate this individual for our company’s monthly “Employee of the Month” award. We presented them with a certificate and small gift during our team meeting and publicly praised them for their outstanding contributions.
The impact of this simple act of recognition was tremendous. Not only did the employee feel appreciated and valued by their peers and superiors, but they also became more motivated and engaged in their work. They continued to excel in their role and even took on additional responsibilities, knowing that their efforts were recognized and appreciated.
Moreover, this act of recognition had a ripple effect on the entire team. Seeing one of their colleagues being recognized and rewarded for their hard work inspired others to strive for excellence. It created a positive and supportive work culture where everyone was encouraged to go above and beyond.
Heather Trainor
Business Manager and Co-Founder, A Team Real Estate Solutions
Acknowledge Hard Work and Achievements
At Ozzie Mowing & Gardening, I found that recognizing hard work and specific achievements is key to building a motivated team, and it has had a noticeable impact on retention. One particular example involved an employee named Sam, a junior gardener who had shown real dedication and a knack for learning new techniques.
Sam had recently completed a complex hedge-shaping project under my guidance, which turned out beautifully and impressed the client. I made a point of acknowledging his work not just privately but in front of the whole team, highlighting his attention to detail and willingness to learn. I understand the importance of nurturing these skills early on, so I also offered Sam the chance to take on more responsibility in similar projects moving forward. This recognition not only reinforced Sam’s confidence but also underscored our team’s culture of growth and mentorship.
Since implementing regular recognition moments like this, our retention rates have significantly improved. When employees see that their hard work and growth are acknowledged and valued, they’re more likely to stay and invest in their roles. Additionally, my years of experience allow me to spot talent early and offer tailored guidance, which helps younger employees feel they’re building a career, not just a job. This approach has created a supportive and inspiring work environment where team members feel respected and motivated. In Sam’s case, he’s now one of our most skilled team members, with a clear pathway to leadership in our company, all thanks to a simple but genuine recognition of his progress.
Andrew Osborne
Owner, Ozzie Mowing & Gardening
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