Let’s face it: Most managers are stretched thin, running from meeting to meeting, juggling multiple priorities, and they are often just working to keep their heads above water. So, when we tell our people leaders that meaningful and regular recognition can double their teams’ engagement and productivity, it may sound like wishful thinking to them—or worse, just another task on their ever-growing to-do list.  

But here’s the truth: When done right, meaningful and consistent recognition is one of the most powerful tools leaders can have in their toolbox. It’s not about handing out gold stars or automated kudos. It’s about reinforcing the behaviors and contributions that move the needle. When employees are recognized for doing the right things, they’re more likely to repeat them. Then, when those moments are tied to company values and goals, the magic happens: Employers foster a culture of belonging, increase productivity and bolster employee satisfaction.

Culture trickles down—so, start at the top

We know recognition isn’t just a “nice-to-have,” it’s a strategic imperative. Yet, too often, it’s sidelined or put on the back burner. Why? Many organizations treat it like a transactional task, not a transformative tool. It’s time to change that narrative.

Senior HR leaders have an opportunity to lead the charge. Recognition should be modeled from the top down, not pushed from the bottom up. (Although good bottom-up recognition modeling is always a great experience, too!) But to get things started, executives need to visibly and vocally celebrate their people, and they need to equip managers with both the mindset and tools to do so.

Achievers Workforce Institute (AWI) data reveals 50% of HR leaders say they provide quarterly manager training, but only 33% of managers report receiving it. Both of those are major problems. Why are only 50% of HR leaders training? And how can managers provide their teams with the recognition and support they need when managers aren’t equipped with the tools that they need to help their teams succeed?

To help HR and managers alike provide meaningful recognition to employees, focus on educating them on the importance of recognition, how to deliver it effectively and the benefits it can have on employee morale and engagement. Emphasize specific techniques like highlighting individual achievements, providing personalized feedback and celebrating milestones. Consider using case studies and role-playing exercises, and incorporating feedback loops to make the training practical and impactful.

Don’t just check the box, but lead with a science-backed recognition checklist

If we want recognition to be more than a fleeting gesture or a quarterly campaign, it needs to be integrated into an organization’s daily operations. That means weaving it into onboarding, leadership training, performance management and employee review cycles. This allows recognition to be consistent, aligned with company values and treated as a cultural cornerstone. In this way, it is not just a forgotten item on a manager’s to-do list.

Investing in recognition as part of company culture pays off. AWI data reveals that employees who receive monthly meaningful recognition from their managers report 3x higher manager trust and 2.5x greater manager effectiveness.

5 keys to successful recognition programs

To build this kind of impact from the top down, HR leaders should consider the five key ingredients found in effective recognition programs. Those that have driven business results are:

• 69% more likely to promote their initiatives through multiple channels;
• 68% more likely to track specific business outcomes;
• 45% more likely to be accessible through various platforms and integrated into employees’ daily workflows; and
• 26% more likely to emphasize frequent, low-monetary recognition.

Additionally, as the fifth rule of thumb, effective recognition programs prioritize meaningful and personalized rewards at scale.

Recognition isn’t fluff; it’s fuel for top-notch performance

It’s time we stop treating recognition like icing on the cake. It is the cake. When company leaders get it right, the results speak for themselves. Meaningful and authentic recognition drives real ROI, leading to better retention, engagement and performance, and fueling overall business success. In today’s workforce, talent is your biggest competitive advantage. Can you afford to leave it on the table? Implement an effective recognition program that is baked into your company’s values, and watch your teams flourish.