Creating a culture of recognition: a practical guide

Recognition is at the heart of workplace well-being and talent engagement. It’s not just about occasional gratitude, but is embodied in an attitude and intentional practices that value everyone’s efforts, skills and contributions. So, how do you create a culture of recognition in your organization? Here’s a comprehensive guide to get you started.

Why is recognition essential?

Recognition is much more than a simple “thank you”. It’s about :

–Value efforts and skills: Recognize what is done on a daily basis, not just the results.

–Strengthen human relations: It expresses consideration and nurtures the bond between colleagues, managers and employees.

–Improve mental health: A lack of recognition is one of the main causes of stress at work, increasing the risk of psychological distress and health problems (INSPQ).

–Strengthen teams: Whether face-to-face or telecommuting, it helps strengthen the sense of belonging and collective motivation.

Three forms of recognition

To establish a comprehensive recognition culture, it’s important to focus on three key areas:

1- Existential recognition: Valuing people in their uniqueness, beyond their professional performance.

2- Recognition of work practice: Highlight the quality and creativity of the work performed.

3- Recognition of investment: Emphasizing the effort and dedication invested, even in day-to-day tasks.

These three forms are inseparable and must be integrated into your practices to ensure balanced and effective recognition.

How can you integrate recognition into your daily routine? 4 tips.

1. Adopt an attitude of recognition

Recognition starts with awareness: it’s a way of expressing consideration for others. Be attentive to contributions, large or small, and get into the habit of observing the positive effect of your actions on your colleagues.

Recognition is everyone’s business! Recognition can be offered to colleagues, employees, managers, suppliers, customers and more!

Did you know that recognition from colleagues is often the most appreciated? Don’t hesitate to multiply gestures between peers for a positive and inclusive work culture.

2. Give priority to feedback

Feedback is a powerful form of recognition, whether positive or constructive. It not only recognizes contributions, but also clarifies expectations, encourages continuous improvement and fosters open communication. However, for it to be truly effective, it must be given thoughtfully and intentionally. Here’s how.

Steps to successful, constructive feedback

–Let the person know: Let them know that you want to give feedback. This prepares them and creates a mental space for listening.

–Choose an appropriate venue: Make sure the discussion takes place in a quiet, private place, where the person will feel respected and at ease.

–Be specific: Base your feedback on concrete, observable facts. Rather than being vague, illustrate your point with specific examples. For example, replace “You’re doing a great job” with “The clarity of your last report gave the team a clear understanding of next steps.”

–Balance your message: Combine positive and constructive elements. Even in improvement-oriented feedback, mention positive aspects to encourage motivation.

–Focus on behavior, not personality: Talk about specific actions or results. For example, say “The presentation lacked a little structure” rather than “You’re disorganized.”

–Be solution-oriented: If you mention a problem, accompany it with suggestions for remedying it, or invite the person to propose solutions. This turns criticism into an opportunity for learning and progress.

–Encourage exchange: Ask questions and actively listen to the answers. Feedback should be a dialogue, not a monologue. This helps you better understand the person’s challenges or needs.

–Follow up and validate progress: After the discussion, be sure to come back to the efforts and improvements made. This shows your commitment and builds trust.

3. Focus on integrative recognition

Integrative recognition goes beyond simple gratitude for work accomplished. It values the individual as a whole, recognizing his or her contribution to the company not only through actions, but also through involvement, ideas and role in collective dynamics. It integrates talents into the life and development of the organization, offering them a genuine place in decision-making and strategic processes.

Its key components :

–Active listening: taking into account employees’ ideas, opinions and concerns, and ensuring concrete follow-up.

–Involvement: Include them in strategic decisions, projects and change processes, enabling them to act as full partners.

–Trust: Give them real autonomy and rewarding responsibilities, reinforcing their sense of belonging and contribution.

Integrative recognition is based on a collaborative approach, in which talents are not simply performers, but essential players in the collective success. It reflects a deep respect for their value and role within the organization.

4. Balancing formal and informal approaches

Recognition can take different forms:

1- Formal or informal: Formal rewards or spontaneous gestures.

2- Public or private: An announcement in a meeting or a face-to-face conversation.

3- Monetary or non-monetary: A bonus or a personalized letter.

Whatever the format, the most important thing is that it be authentic and aligned with the needs of the person concerned.

Recognition and remote work: a challenge to be met

Remote work means rethinking the way you express recognition. Here are a few suggestions:

– Be present and attentive during virtual meetings.

– Multiply verbal or written gestures: an e-mail or a mention during a virtual meeting can make all the difference.

– Adopt an intentional approach: get into the habit of planning moments to recognize efforts, even from a distance.

Creating a culture of recognition: a shared responsibility

Creating a culture of recognition is not just the employer’s responsibility. It’s a collective responsibility. Encourage every team member to make simple gestures, such as :

– Congratulate an original idea or a successful project.

– Showing interest in their colleagues’ daily efforts.

– Commit to frequent and sincere recognition.

The positive effects of recognition are exponential when shared by all.

In conclusion: make recognition a priority

By adopting a holistic and intentional approach to recognition, you can transform your corporate culture. It’s not just a lever for improving well-being at work, but also a driver of innovation, collaboration and commitment.

We challenge you: take a moment this week to offer positive or constructive feedback to someone – a colleague, an employee or a candidate. You’ll be surprised by the impact it can have.