Employees who were acknowledged with high-quality recognition in the workplace in 2022 had a 45% lower likelihood of turnover by 2024 !
Nicolas BEHBAHANI
Global People Analytics & HR Data Leader - People & Culture | Strategical People Analytics Design
?? More and more executives believe that employee recognition must be a key pillar in their employee engagement and retention strategy.
?? Through a review and summary of published studies, Gallup researchers estimate that replacing leaders and managers costs around 200% of their salary, replacing employees in technical roles costs 80% of their salary, and replacing frontline employees costs 40% of their salary.
?? Providing feedback is one of the most important habits a manager can have, and receiving high-quality feedback has a strong positive correlation with engagement on other key measures of the employee experience.
?? Research has shown that high-impact workplace recognition is built on five key pillars: it must be fulfilling, authentic, personalized, equitable, and deeply integrated into the company's culture.
?? Employees who receive recognition that meets at least one of these pillars are 2.9 times more likely to be engaged than those who do not receive recognition meeting any pillars.
Furthermore, individuals who receive recognition meeting four or more pillars are 66% less likely to feel lonely on a daily basis and are 4.4 times more likely to strongly agree that their job provides them with a sense of purpose in life, according to a new interesting research published by Gallup and Workhuman which tracked by data ?? the career trajectories of 3,447 employees from 2022 to 2024, significant findings have emerged.
?The Five pillars of strategic recognition
Researchers have already identified five essential pillars of strategic recognition in the workplace. Recognition is most impactful when it is:
1?? Fulfilling
2?? Authentic
3?? Personalized
4?? Equitable
5??Embedded in company culture.
Independently, fulfillment of each pillar of strategic recognition corresponds with improvement in fundamental employee experiences and business outcomes such as engagement, wellbeing and turnover.
No matter their starting point, there is a benefit for any organization to improve the quality of their recognition practices. Even employees who receive recognition that fulfills just one pillar are 2.9 times as likely to be engaged as those who receive recognition that does not fulfill any of the five pillars
?Most Common employees Recognition Reasons
Researchers have found that employees commonly cite work-related achievements as the primary reasons for receiving recognition within their organizations.
领英推荐
?? Performance at work for big tasks and projects- 63%
?? Work anniversary - 48%
?? Helping others at work - 35%
?? Performance at work for little things - 30%
?? Innovative or creates ideas - 21%
?? Learning a new skill - 14%
?? ???? ???????????????? ????????:
This wonderful research by Gallup researchers, which continues their work on the five pillars of recognition, demonstrates the long-term effects of high-quality recognition on engagement and attrition. These findings underscore the necessity for organizations to embed both work-related and non-work-related recognition into the core of their employee engagement programs.
?? Follow me as a LinkedIn Top Voice on LinkedIn (+40 000) , and click the ?? at the top of my profile page to stay on top of the latest on new best?HR, People Analytics, Human Capital and Future of Work research, become more effective in your HR function and support your business, and join the conversation on my posts.
???Join?more than 19,000+ people and subscribe to receive my Weekly People Research
Everyday, I share a new research article about?People Analytics, Human Capital, HR analytics, Human Resources, Talent,…
MBA '25, PM & HRD | Former HR Operations Intern at Lenskart | Placement Coordinator & Corporate Relations Member | Student Innovation Member at SRUJAN-EDIC | Office Bearer of NHRDN - Student Chapter | BIMM.
1 个月Excellent research highlighting the positive impact of high-quality employee recognition on engagement and retention. The five pillars provide a clear framework for organizations to design effective recognition programs that are fulfilling, authentic, personalized, equitable, and embedded in the company culture.
Lead consultant in HR Strategy & Value Management. Enhancing Value through Human Performance. Delivery of Equality, Diversity & Inclusion Training. Lecturer and International Speaker on HRM and Value Management.
1 个月Recognition is extremely important to employees and is best provided in two ways: 1. Provide individual recognition through regular feedback but also listen (and hear) the feedback provided by the employee. 2. Provision of team feedback - this is important in order to reinforce communication and collaboration. Great research Nicolas - thank you so much for sharing.
Industry Veteran | Exploring Future of Work | Great Manager’s Coach & Mentor
1 个月?? Great share Nicolas BEHBAHANI. ??♂?High-quality recognition significantly reduces turnover & boosts engagement. Embedding recognition into company culture is essential for long-term success. ?? ?? Great research pillars ?? (though personally i don't believe in anniversaries, like birthdays, marriage anniversaries, work anniversaries - Do It - BUT Admin Way's) ? The comprehensive High Quality Recognition: STAR S- Surveys & Feedback are the best way to Start, Stop & Continue. T - Turnover data / rates need continuous monitoring. A - Analytics (Recognition Analytics) - important. R - Recognition Policy, Metrics need to be decided & monitored.
Human Resource Professional | MBA | Coporate Recruiting Professional- ASA | Ex-Wirtgen Group,A John Deere Company
1 个月Very insightful! What makes this research particularly compelling is how it connects recognition to purpose and personal fulfillment. Employees are no longer just looking for compensation and stability—they seek a deeper connection to their work, a sense of belonging, and assurance that their contributions are valued. One more key aspect that deserves more attention is the rising importance of cross-functional recognition. As organizations become more matrixed, employees often collaborate across teams, departments, and regions, yet recognition still tends to be confined to specific teams or units. To foster a truly inclusive recognition culture, businesses should build a cross-functional recognition ecosystem. A practical solution is to implement a "Recognition Hub"—a digital, real-time platform where employees across different functions and locations can publicly acknowledge each other's contributions. Thank you for sharing!
Global Talent Management & People Development Sr. HR Leader ?? Professional Certified Coach ?? World Traveler & Culture Student ?? Building tools & processes that fuel engagement, unleash potential & achieve results
1 个月This is insightful and especially for those whose philosophy is that it's just part of their job, so why acknowledge? There are so many opportunities for recognition; starting with one - any of these - for some, can be a step in the "right direction."