Building a Culture of Recognition: Tips from the Experts
Struggling to foster a culture of recognition within your company? In this article, a Consulting Partner and a Chief Culture Officer share invaluable insights to help transform your workplace. Learn why starting change from the top can be impactful and discover how making recognition a daily habit can sustain this cultural shift. With nine practical insights, this Q&A will equip your organization with actionable steps to build a thriving culture of recognition.
- Start Change from the Top
- Prioritize Feedback for Recognition
- Introduce a Recognition Platform
- Implement Peer-Recognition Program
- Specify Achievements to Recognize
- Lead by Example in Meetings
- Make Recognition Core to Culture
- Create Recognition Moments in Meetings
- Make Recognition a Daily Habit
Start Change from the Top
When trying to make any cultural change, but especially one where recognition is at the center, the most important thing to remember is that change has to start from the top. This means that the managers, directors, and executives all need to be on board, with the most emphasis being put on those in positions of higher authority. You can have all of the line managers in the world doing their best to make their teams feel seen, and it still will not move the needle on the overall company culture towards one of recognition without leadership being fully invested.
Your employees look to the top for guidance on company culture, so without investment at that level, you are wasting your time and likely a lot of money on company-culture consultants. A good practical step to start the transformation is to make it easy for your executives to get started—getting started is always the hard part at that level.
Give them very small and concrete actions they can take, rather than just telling them in broad strokes what is expected of them and their teams. Give them a template for a post they can make on the company intranet. Book time for them to interview a high performer and praise them in a short video you can circulate. Make it easy at the top, and you’ll save yourself a lot of trouble when spreading cultural change throughout the organization.
Greg Listopad
Consulting Partner, November Consulting
Prioritize Feedback for Recognition
I understand the immense importance of recognizing those who contribute to our company’s success. Recognition not only boosts morale but also fosters a sense of belonging and drives engagement.
A powerful first step for companies struggling to create a culture of recognition is to simply prioritize feedback. At our firm, we emphasize that feedback serves dual purposes: growth and recognition. Every team member is encouraged to both ask for and provide feedback consistently in a variety of formats.
This culture of feedback/recognition should be woven through all interactions—one-on-ones, small group meetings, and large gatherings alike—ensuring placeholders exist for acknowledging contributions, both big and small. When recognizing a team member, it’s essential to provide context, share observations, and explain the impact of their behavior. This transforms recognition into a teaching moment for the entire team.
Start by integrating recognition into meetings so that it becomes a natural expectation. As you cultivate this practice, consider adding team chats for peer nominations or awards, such as our annual bobblehead for the team member who best embodies our culture. This approach will help you establish a meaningful culture of recognition that uplifts everyone.
Debby Durr
Chief Culture Officer, Premier Wealth Partners
Introduce a Recognition Platform
Any company struggling to create a culture of recognition should start by making it easy and accessible for everyone to give and receive an acknowledgment, I believe. A practical first step could be introducing a dedicated recognition platform, like Kudos or WorkLeap (with its good-vibes function), which allows employees to share appreciation openly. Such user-friendly, powerful platforms make recognition a seamless part of daily work life, and employees can celebrate each other’s contributions in real time.
What’s great about tools like this is that they allow for public recognition, which not only boosts morale for the individual receiving the praise but also fosters a positive, supportive atmosphere across teams. They often have options to tie recognition to company values, making it more meaningful and aligned with the business’s culture. Moreover, some platforms even allow for exchanging points or rewards, giving an extra layer of motivation.
By making recognition organic and frequent instead of relying solely on top-down approaches, you build a foundation where gratitude is part of the company’s DNA. So, if you want to see more engaged, motivated, and happy employees, don’t wait any longer to take the first step. Employee recognition platforms may be the best starting point for achieving that goal.
Agata Szczepanek
Career Expert & Community Manager, LiveCareer
Implement Peer-Recognition Program
I’d advise struggling companies to prioritize authentic, consistent recognition at all levels. One practical first step is implementing a simple, company-wide peer-recognition program. This could involve a digital platform where employees can publicly acknowledge colleagues’ contributions, big or small. The key is making recognition a habit, not just a top-down initiative.
Encourage leaders to set the example by regularly recognizing team members during meetings and in casual interactions. Make it easy and quick—a brief note or verbal acknowledgment can go a long way. Importantly, ensure recognition is specific and timely, highlighting how the individual’s efforts contribute to larger company goals.
By fostering a culture where everyone feels empowered to give and receive recognition, you’ll see increased engagement, motivation, and overall job satisfaction. Remember, cultural shifts take time, but starting with this accessible approach can yield significant long-term benefits.
Ben Wieder
CEO, Level 6 Incentives
Specify Achievements to Recognize
The first step in creating a culture of recognition is to figure out which achievements you want to recognize. This may seem silly, but getting specific helps. Some companies recognize specific sales targets, while others identify innovative ideas or projects.
Knowing what you are hoping to recognize can help you tailor awards and find new opportunities for recognition. Being specific also helps the culture fit. Broad recognition can sometimes feel patronizing and make it a poor cultural fit for many companies.
David Holman
CMO, Textun
Lead by Example in Meetings
Lead by example. As leaders, we set the tone for the rest of the team. If we actively recognize and celebrate achievements, big or small, it encourages everyone else to do the same.
A practical first step is to integrate recognition into your regular team meetings. Start each meeting by highlighting specific contributions or successes from team members. This can be as simple as acknowledging someone who went above and beyond on a project or celebrating milestones, like work anniversaries.
We found that these small gestures can have a huge impact. They boost individual morale and strengthen team dynamics. When people see their peers recognized, it fosters a supportive environment where everyone feels motivated to contribute.
Over time, this practice becomes ingrained in the culture, encouraging employees to also recognize one another. Remember, the goal is to create a space where appreciation flows naturally, making recognition a fundamental part of our daily interactions.
Neil Passey
Director, LOLER Examinations
Make Recognition Core to Culture
The most important piece of advice is to make recognition a core part of your company’s culture, not just an afterthought. When employees feel valued, they’re more engaged and motivated. A practical first step is encouraging leaders to give timely, specific recognition, and ask employees how they prefer to be recognized—whether in a company meeting or privately in 1:1s. The key is to be intentional and consistent in celebrating both small wins and big milestones.
We introduced quarterly value awards. At the start of the year, we reviewed our values as a team and created a peer-nomination process. Each quarter, we celebrate the employees who best embody our values with an internal shout-out, a LinkedIn celebration, and a gift.
It’s also essential not to miss work anniversaries and to ensure celebrations are equitable. You don’t want one person’s milestone celebrated while another’s is overlooked. These moments in an employee’s life cycle are crucial, especially when they’ve dedicated years of service. There are many tools that can help automate and streamline this process.
Katy Carrigan
CEO, Goody
Create Recognition Moments in Meetings
A strong culture of recognition starts with consistent, authentic appreciation from leadership. My advice is to implement a simple “recognition moment” in every team meeting where managers publicly acknowledge one employee’s contribution. This creates a regular cadence of gratitude and sets the tone for the entire organization to value recognition.
Olivia Tian
Marketing and Innovation Manager, Raise 3D
Make Recognition a Daily Habit
One piece of advice I’d give to a company struggling to create a culture of recognition is to make it a daily habit. Start with simple, consistent acts of appreciation—such as recognizing achievements in team meetings or creating a peer-nomination system for small wins. The practical first step is to encourage managers and team leaders to give verbal or written recognition regularly. This can quickly build momentum and foster a culture where recognition is naturally integrated into the workflow.
Submit Your Answer
Would you like to submit an alternate answer to the question, “What is one piece of advice you would give to a company struggling to create a culture of recognition? What is a practical first step they can take?”