Recognition Rate

Recognition is one of the most powerful forces in the workplace - and one of the most undervalued. When someone sees your effort, acknowledges your input, or thanks you for going the extra mile, it does more than boost morale. It creates a sense of belonging. In cultures where people regularly recognise one another’s contributions - not just for big wins, but in the daily running of the business - motivation rises, collaboration deepens, and loyalty grows.

Yet in many organisational cultures I explore in my daily work, recognition remains rare. Or worse, transactional. Older generations (and I’m talking Gen X here) grew up in corporate structures where recognition was closely tied to financial reward. You got a bonus, a promotion, or if things got really festive, a framed certificate! But pausing a meeting to say, “Thanks for making this difficult session easier” just wasn’t part of the culture.

By contrast, Millennials and Gen Z are wired for more immediate, human recognition. Their lives online and off, are full of likes, comments and casual affirmations. They’ve come to value frequent, personal acknowledgement over formal awards. For them, a simple thank-you or public appreciation means more than a title bump. It builds connection, not just compliance.

And that shift matters. Recognition isn’t just about good manners it’s fundamental to shaping a productive culture. Teams that feel ‘seen’ become more resilient. Departments where gratitude is normal become more generous and constructive. And when it comes to innovation - the capability that most companies claim but few possess - recognition is essential. New ideas are fragile. They need encouragement. When leaders and peers affirm someone’s thinking - even if it’s half-formed - they signal safety. They make creativity welcome.

Recognition also reinforces the behaviours an organisation wants to see more of. When someone is thanked for stepping up, collaborating generously, or challenging assumptions with curiosity, that behaviour gets repeated. Over time, the culture shifts from defensiveness to contribution.

So, when I’m coaching culture change, how do I increase the recognition rate?

I get people to start by noticing. Making a habit of finding one thing worth appreciating every day. Then to say it out loud, in the room, in writing.

I coach them to be specific. To be sincere. Then I encourage others to follow suit. Recognition costs nothing, but its impact on organisational culture is extraordinary.

Remember: people always remember how they were made to feel. Organisations that build recognition into the daily rhythm of work create something more than productivity: they create community. And in today’s workplace, that’s the kind of culture people choose to stay in.