The Power of Praise: How Recognition Shapes a Positive Work Culture and Enhances EVP

We make lots of observations from our engagement with fast-growing companies and the challenges they face. Additionally, feedback from candidates on why they leave often comes down to EVP and company culture—particularly the need for recognition. This is a constant. It’s always been there, but it is ever more prevalent. Yet, so many managers get this wrong and are guilty of a very basic oversight. In 2025, this is one simple thing to get right to improve company culture and perception.

A strong Employer Value Proposition (EVP) is more than just salary and benefits. For Millennials and Gen Z—who now make up the bulk of the workforce—recognition and praise play a crucial role in shaping workplace satisfaction, engagement, and loyalty. Companies that integrate meaningful appreciation into their culture not only improve retention but also boost performance and collaboration, ultimately impacting the bottom line.

Why Praise and Recognition Matter

Research shows that 79% of Millennials and Gen Z employees would be more loyal to their employer if they received more recognition. Yet, many feel their contributions go unnoticed. This gap highlights an opportunity for organizations to build a more positive work environment simply by acknowledging good work consistently and authentically.

A culture of recognition fosters:

• Higher Engagement: Employees who feel appreciated are more motivated and committed to company goals.
• Stronger Retention: Frequent praise reduces turnover, which directly impacts hiring costs and preserves institutional knowledge.
• Enhanced Performance: Feeling valued encourages employees to go the extra mile, benefiting overall team productivity.
• ROI Impact: Lower recruitment costs, increased productivity, and improved morale contribute to long-term business sustainability.

For juniors coming through, recognition is particularly important. Micromanagement is often necessary to help new hires navigate the onboarding process, but without the right recognition cycles, this can lead to frustration and resentment. When recognition and feedback are built into these processes, employees can better understand the value of the structured guidance they receive. Rather than seeing micromanagement as punitive, they recognize it as a means of accelerating their growth and development.

Recognition Formats That Work

To maximize impact, recognition needs to be varied, timely, and authentic. Formats that work well include:

• Public Recognition: Celebrating wins in team meetings, internal newsletters, or company-wide channels.
• Personalized Acknowledgment: Verbal praise, handwritten notes, or career development opportunities tailored to the individual.
• Peer-to-Peer Recognition: Encouraging employees to acknowledge each other fosters a culture of appreciation.
• Gamification Elements: Implementing leaderboards, badges, and achievement-based rewards can drive engagement.
• Digital Recognition Tools: Platforms like Kudos, Bonusly, and ATS-integrated solutions ensure praise is consistent and visible.

Turning KPIs into a Positive Experience

Tracking key performance indicators (KPIs) can often feel like an unpopular exercise, but recognition cycles can turn this into a motivating, positive experience. By linking KPI achievements to acknowledgment and rewards, businesses can create a sustainable and engaging performance culture. Instead of rigid targets feeling like pressure points, they become opportunities for recognition and professional growth.

Leveraging Internal Communication Platforms

Recognition is most effective when embedded into the daily workflow. Platforms like Slack and Teams can be leveraged to:

• Automate shoutouts for key milestones using bots or scheduled announcements.
• Create dedicated recognition channels where peers and leaders can celebrate successes.
• Gamify KPI tracking with interactive leaderboards and rewards tied to business objectives.

Recognition isn’t just a 'feel-good' initiative—it’s a strategic business decision that influences retention, engagement, and overall brand perception.

At Kinetik, we help companies implement EVP strategies that attract and retain top talent. Building a culture of praise is a simple yet powerful way to create a workplace where people want to stay, grow, and succeed.

Are you prioritizing recognition in your workplace? Let’s discuss how you can strengthen your EVP and make meaningful engagement a part of your hiring strategy.