Recognition commandments

…not the “Employee of the Month” poster curling on the wall. Not the half-hearted “thanks for your help” whispered over Teams before someone mutes to munch some hobnobs... Real recognition. The kind that makes people feel like they matter. 

And it matters because people are craving belonging like never before. When 70 percent of employees say their sense of purpose comes from work, the bar for meaningful appreciation is a little higher than a £10 voucher or a glittery GIF. 

Recognition done right sits at the heart of culture. It boosts belonging, sparks motivation, transforms performance and—let’s be honest—stops your best people from wandering off to pastures slightly-less-chaotic.  

Recognition is no longer a perk... It’s a cultural strategy. 

So if you want to build teams that feel connected and stay connected, pay heed to our commandments.  

Let’s dive in… 

THE RECOGNITION COMMANDMENTS: THOU SHALT NOT… 

Strategy slip-ups 

The foundations matter, and recognition strategies can’t just be a ‘one-and-done’. If you haven’t updated your strategy since the turn of the century, it’s time to shake off the dust and think deeply. Here are some principles to consider: 

Thou shalt not confuse activity with alignment

If your scheme doesn’t reinforce your values, it’s a missed opportunity. People want to be recognised for how they show up, not just what they deliver. 

Thou shalt not cling to transactional relics

“Employee of the Month” is cute, but culture isn’t built once a month. Recognition must be continuous, modern, and tied to your identity as an organisation, not a dusty rota on SharePoint. 

Thou shalt not treat belonging as a fuzzy ‘extra’

Belonging is the real return on recognition. When people feel they’re part of something, they push further, stay longer and show up as their best selves. 

Execution errors 

Even the strongest strategy collapses if the delivery feels forced. 

Thou shalt not wait six weeks to say ‘thank you’

Recognition loses power when it’s delayed. Timely, relevant appreciation hits harder and lasts longer. 

Thou shalt not rely solely on big wins

Stop saving all your confetti for the annual awards night. ‘Micro recognitions’ shape culture every day. Celebrate the small moments that make teams actually work. 

Thou shalt not make recognition generic

Humans can tell when you’ve copied and pasted praise. So make it personal, specific and tied to a real behaviour or impact. 

Cultural clangers 

This is where belonging either blossoms… or wilts. 

Thou shalt not make recognition top-down only

Peer-to-peer moments carry weight. They build trust, strengthen teams and surface the everyday behaviours leaders never see. 

Thou shalt not forget the power of stories

Recognition is cultural storytelling. The more you amplify real examples, the more your values come alive. 

Thou shalt not strip the humanity out of your message

Recognition shouldn’t sound like a procurement email. Warmth, humour and sincerity make the moment memorable. 

Why this matters 

Recognition isn’t a fluffy nice-to-have. It shapes culture. It strengthens identity. It drives retention and belonging. 

Employees who receive meaningful recognition are dramatically less likely to leave, and significantly more likely to advocate for your organisation. Not because of perks, but because they feel seen. They feel understood. They feel like they belong. 

Great recognition is purposeful, aligned and unmistakably human. 

And when you get it right, you don’t just improve engagement scores.

You create a workplace people brag about.