Recognition is more than a moment: Building consistent employee connections

How lovely is it to feel appreciated? That moment when someone recognises your effort, gives you a compliment, or simply says “thank you” can change the course of your day. And in the workplace, those small moments of recognition add up to create something powerful: trust, alignment, and connection.

But here’s the challenge — while recognition and reward programs have evolved, many organisations are still stuck in the old way of thinking: saving recognition for annual events or major milestones. The truth? Recognition isn’t about a once-a-year gesture. It’s about consistency, frequency and creating moments that matter for every employee.

Let’s explore why recognition is a multiplier for business impact, and how leaders can reimagine their approach.

Start with purpose

Purpose is the foundation of any effective recognition strategy. When employees understand the “why” behind their work, they’re empowered to make great decisions, experiment without fear, and lean into their strengths.

Take the Ritz Carlton “$2,000 rule” — every employee can spend up to $2,000 to create a memorable guest experience. That level of autonomy is only possible because employees are crystal clear on their purpose.

When building your recognition framework, ask:

• Do our people know the why behind their roles?
• How are we measuring success beyond just output?
• Are we equipping managers and teams with the freedom to recognise in meaningful ways? 

Appreciation is simple (and powerful)

Appreciation is one of the most underrated drivers of engagement. Our appreciation research shows employees who feel appreciated are 72% more likely to work harder and 70% more likely to feel engaged.

And it doesn’t need to be complex. Start small. Encourage employees to:

• Compliment a colleague
• Share a shout-out in a team meeting
• Write a quick thank-you note

These “bucket-filling” actions cost nothing but can completely shift the energy of a team. Over time, layering peer-to-peer recognition, manager-led rewards, and storytelling moments creates a culture where appreciation compounds.

Recognition multiplies

One of the most exciting truths about recognition is its ripple effect. When someone receives recognition, they are 3x more likely to recognise someone else.

We’ve seen it happen in our own team: a recognition moment in Melbourne quickly travelled across Sydney, Brisbane and even reached our global CEO.

That single moment sparked a chain reaction, elevating visibility and connection far beyond its starting point.

This is the multiplier effect in action — and it’s impossible to replicate with sporadic, one-off recognition.

Frequency, consistency, clarity

The key ingredients of impactful recognition programs are:

• Frequency: Recognise at least as often as people are paid.

• Consistency: Ensure recognition is embedded into everyday routines, not reserved for special events.

• Clarity: Recognition moments should clearly signal the behaviours, values and outcomes you want to see more of.

As one leader put it: what we do consistently doesn’t just shape behaviour — it signals to employees what truly matters.

Make it personal

Not all rewards are created equal. Just as employees have different goals and life stages, their reward preferences vary too. A “one-size-fits-all” approach falls flat.

That’s why flexibility is key. Whether it’s a voucher, an early mark, or even something creative like lunch with the CEO — employees should be empowered to choose rewards that feel meaningful to them.

The most memorable recognition often isn’t about expensive gifts. It’s about relevance, thoughtfulness, and moments employees will talk about long after.

Moments that matter

At Reward Gateway | Edenred, we redesigned our recognition program to reflect life’s big and small milestones — moving house, overcoming personal challenges, or celebrating unique contributions. These Moments That Matter show employees they are valued not just for their output, but for who they are.

It’s recognition with humanity at the centre — and it builds connection in ways no KPI ever could.

Recognition as a business strategy

Recognition isn’t “nice to have.” It’s a strategic lever. Employees who are recognised are:

• 5x more likely to feel connected to company culture

• More resilient, adaptable and engaged

• More likely to stay and grow with the business

And the ROI goes beyond engagement. Recognition strengthens employer branding, fuels storytelling, and empowers employees to become brand ambassadors. In fact, employees who share quality content about their workplace are 58% more likely to attract talent than job boards alone.

Recognition is more than a moment — it’s a multiplier. It fuels connection, strengthens culture, and drives performance. And the best part? It starts with something as simple as a thank you.

So, don’t hoard recognition. Be generous with it. Share it often. And watch as the ripple effects build stronger, more connected teams.

Want to hear more about how recognition is evolving and the latest reward trends? Check out my keynote at our recent RGER Live; you can watch the video on-demand and access the slides now. 

Ready to create a platform your people will love? Whether you’re starting fresh or levelling up an existing program, Reward Gateway | Edenred makes it easy to connect your people to the things that matter, all in one place.