How to Build a Culture of Recognition in 2025 (That Actually Works)
Employee engagement is at its lowest point in over a decade, just 31% of U.S. employees say they feel engaged at work, according to Gallup. That’s a wake-up call. And one of the most effective (and overlooked) ways to turn things around? Recognition.
Not once-a-year awards. Not a generic ‘good job.’ We’re talking about an intentional, everyday culture of recognition, one where people feel seen, valued, and celebrated.
Here’s how to build that culture, step by step.
Lead from the top
Recognition has to be a leadership priority. When senior leaders actively and publicly recognise great work, it sets the tone for the entire organisation.
2. Make it specific
“Great job!” is nice, but not impactful. Instead, get specific: “Thanks for turning that report around so quickly — it helped us secure client sign-off ahead of schedule.”
3. Encourage peer-to-peer shoutouts
Top-down recognition is important, but the best cultures of recognition are multi-directional. Encourage your team to recognise each other’s wins — small or large.
HighFive makes peer-to-peer recognition simple and instant inside Workday. No clunky tools, no extra effort.
4. Bake it into your processes
Make recognition part of how your team operates. Monthly standups? Add a quick “who do we want to shout out?” moment. Project post-mortems? Celebrate standout contributions.
5. Use the right tools
Recognition shouldn’t be a burden. Smart, integrated tools make it easy to give praise without interrupting workflows.
HighFive integrates seamlessly with Workday, so your team can give and receive recognition as part of their day-to-day, with zero extra admin.
6. Celebrate values in action
Tie recognition back to your company values. This reinforces culture and helps employees connect their actions to the bigger mission.
7. Make it visible
Private praise is good. Public praise is better. Use digital dashboards, team emails, or Workday-integrated tools like HighFive to amplify wins across the organisation.
8. Don’t forget the quiet achievers
Not everyone shouts about their own wins. Use recognition tools to surface under-the-radar successes and give every employee their moment.
9. Measure impact
Track recognition trends. Are some teams receiving more recognition than others? Are managers regularly shouting out their teams? Use data to spot gaps and keep improving.
10. Keep it consistent
Recognition shouldn’t be a one-off campaign; it should be a habit. Check in quarterly: Is your culture of recognition still strong? Where can you optimise?