Using recognition to reinforce a healthy and inclusive culture

Recognition is a powerful tool that can transform your organisation's culture into one that's inclusive and supportive.

We all want to work in a place where our contributions are recognised. One that fuels productivity and nurtures our wellbeing.

But how can employers and HR and reward professionals make sure recognition strategies work for everyone, regardless of their background, personality type or working style?

Building trust and psychological safety

Acknowledging your colleagues' efforts and achievements creates an environment where people feel safe, take calculated risks and share ideas freely.

This psychological safety is the foundation of inclusivity, creativity and collaboration.

When leaders take the time to recognise contributions, they demonstrate that they value their team members and build trust.

Employees who trust their leaders and feel valued are more likely to engage fully with their work and contribute to a positive atmosphere.

Reinforcing organisational values

Recognition is also one of the most effective ways to reinforce your organisation's values.

By acknowledging behaviours and achievements that align with these values, you reinforce and encourage them.

For example, if collaboration is a core value, recognising team members who excel at working together sends a clear message about what's important in your organisation.

Similarly, highlighting innovative thinking, customer focus or attention to detail helps to embed these values in your culture.

Creating an inclusive recognition strategy

Inclusive recognition means ensuring everyone has an equal opportunity for recognition that is meaningful to all team members.

So when we focus all our recognition on employee of the month or annual awards we are only able to recognise a tiny proportion of our employees while most of the others can feel left out.

Understanding different needs

People respond differently to various forms of recognition based on their personality, cultural background and personal preferences.

For example, some people value tangible rewards, while others prioritise development opportunities or additional responsibilities.

Building a recognition strategy that incorporates all of these elements makes it easy for managers and colleagues to offer meaningful, inclusive recognition.

Not only does this contribute to a positive workplace culture but encourages people to continuously recognise and reward their peers.

Tailoring your approach

Consider these strategies for a more tailored approach:

Where possible, give people options for how they'd like to be recognised—publicly or privately, for example.
Acknowledge both personal achievements and collaborative successes.
Be mindful of how cultural backgrounds might influence how certain types of recognition is received.
Combine formal and informal recognition programmes .

Keep in mind that the vast majority of recognition should be spontaneous thank-yous and appreciation.

That's the key to making your approach inclusive and not focused on a small number of individuals.

Making recognition meaningful

For recognition to positively impact your culture, it needs to be meaningful.

Be specific: Highlight exactly what someone did and why it mattered. For example: "Your detailed analysis of the customer feedback helped us identify three key areas for improvement. This will make a real difference to the quality of service we can provide."
Be timely: Try to acknowledge contributions as close to the event as possible. This is even easier in remote or hybrid environments where you can send a quick message or email straight away.
Be genuine: Ensure your recognition comes from a place of genuine appreciation rather than obligation. Share how their work impacted you, the team or the organisation to make it more authentic.

Embedding recognition in your culture

For recognition to truly reinforce your culture, it needs to be embedded in everyday practices rather than treated as an occasional activity.

Lead by example: When managers regularly acknowledge their team members' contributions, they model the behaviour for others to follow.
Enable peer-to-teer recognition: Create systems that make it easy for team members to recognise each other's contributions. This could be as simple as dedicating time in team meetings for shout-outs or implementing a digital platform where people can share appreciation.
Train your managers: Provide training on the importance of recognition and techniques for making it meaningful.

Recognition that resonates

In a healthy, inclusive workplace culture, recognition isn't an afterthought- it's the foundation.

By acknowledging and celebrating the contributions of all team members in ways that resonate with them personally, we can build an environment where people feel valued, respected and motivated to do their best work.

Remember that effective recognition is specific, timely, meaningful and genuine. It respects differences in personality and preference. And most importantly, it reinforces the values and behaviours that define your unique culture.

Building this kind of recognition-rich culture takes time and conscious effort, but the rewards - in terms of engagement, performance and wellbeing - make it well worth the investment.