In the past few years, employees’ expectations of work have shifted dramatically, and many organizations have struggled to keep up with these changes. Perhaps that’s why Gallup reports that employee engagement hit an 11-year low in 2024 – and it’s persisting well into 2025.
In addition to addressing broader items, like career development and compensation frameworks, organizations looking to increase employee engagement should take this opportunity to evaluate their recognition and rewards program (if they have one) and consider new and exciting ways to reward a job well done.
Not sure where to start? The recognition experts at Priority Promotions are here to help you revitalize your recognition program or start a new one!
Peer Recognition
While the traditional idea of employee recognition typically “flows downward” from leaders to their teams, that’s not the only way to have an impact. In fact, peer-to-peer recognition can be a powerful tool, too. Building a mechanism for colleagues to acknowledge, appreciate, and celebrate each other is good for business, good for morale, and good for strengthening bonds among team members.
Consider the following statistics from a SHRM study:
- Nearly three-fourths of HR professionals at organizations where peers can nominate
each other for recognition say their recognition programs are “good.” - 89% say that continued peer feedback has a positive effect on the organization.
- 87% say recognition has a positive effect on employee relationships.
- 68% say that employee recognition overall has a positive impact on retention.
Peer recognition can include a wide range of options, from “nominations” to intranet or in- office announcements, physical recognition items, and more. In one study from the Harvard Business Review, JetBlue implemented a program allowing peers to nominate each other for everyday efforts as well as for extraordinary work. Success stories would be shared on an internal newsfeed, and recipients get points to “spend” on rewards they choose themselves.With every 10% increase in people reporting being recognized, JetBlue saw a 3% increase in retention and a 2% increase in employee engagement.
It’s a less formal-feeling method of recognition, as well as one that can build camaraderie, encourage positive work relationships, and highlight “model behavior” for the team at large.
Recognition from Leadership
Of course, there’s still a role for classic recognition from higher up. Gartner reports that a well-designed recognition program can help drive an 11.1% increase in employee performance.
More interestingly, research from Gallup found
- Employees who don’t feel adequately recognized are twice as likely to plan on quitting in the next year.
- Employees say the most memorable recognition comes from their manager (28%), a high-level leader or CEO (24%), or their manager’s manager (12%).
Personal recognition from a high-ranking leader can have a big impact on an “ordinary” employee who otherwise doesn’t interact with the C-suite. It’s something employees will remember – and it’s something that can drive them to feel more appreciated, loyal, and overall positively about the company and their work there.
Leadership recognition may take a similar form as peer recognition or formal programs: perhaps a gift to recognize a milestone, or a personalized note to show gratitude for a major accomplishment. The key lies in the personalization – showing employees that appreciation isn’t just something checked off by rote, but something that their leaders truly care about.
Opportunities for Recognition
Regardless of who does the recognizing, it’s important to find the right moments to reward. In addition to the most common gifting occasions (according to Coresight Research, those are employee appreciation, milestones, and holidays), here’s what Gallup says are the most memorable and powerful opportunities for recognition: Public recognition or acknowledgment via an award, certificate or commendation
- Private recognition from a boss, peer or customer
- Receiving or obtaining a high level of achievement through evaluations or reviews
- Promotion or increase in scope of work or responsibility to show trust
- Monetary award such as a trip, prize or pay increase
- Personal satisfaction or pride in work
If you’re ready to craft a great recognition program that maximizes these opportunities and enhances engagement, Priority Promotions can help!
Our branded online ordering portals allow recipients to choose their own gifts, while customized messaging makes everything more personal and allows leaders and peers alike to send meaningful messages. You’ll also get the benefits of our all-in-one platform for easy ordering, billing, processing, and shipping, as well as a team of promotional to help design your program and items, get new ideas, and stay on top of trends.
It’s always a good day to reward a job well done! Talk to Priority today to take recognition and engagement to the next level.
