Employee recognition would be described as the process of acknowledging an individual employee or a team working together regarding their behavior, efforts and their achievements that work in line with the institution’s objectives, mission and culture. Acknowledgement of the employees is not one-measure that fits everyone in an institution. Harrison (2013) dictates that employee acknowledgment is of great importance in some ways which influence their performance. First, the process brings to the awareness of the employees that their work is of value and their efforts are appreciated. It also presents to them a feeling of belonging and sense of ownership at their place of operations. This boosts their morale and helps them stay motivated towards achieving their individual goals as well as those of the organization. Employee recognition also helps the organization to create a supportive environment to work and also improves employee retention thus reducing turnover. Employee recognition should be made a common undertaking in an organization for the best effect in the achievement of one’s goals.

Employees would be recognized for either individual efforts or team accomplishments. When acknowledging a group of employees, it is of crucial importance to distinguish and appreciate them individually for the personal contribution they have made. Group acknowledgment furnishes team building and brings to the attention that together they are of great value to the institution. For effectiveness, employee recognition should be most sincere and felt from the heart (Bradler, &, Neckermann, 2016). The perceived employees will sense if their much efforts are appreciated only because of its duty call or if it’s sincere to the point that comments lack.


This acknowledgment must be time for it to be effective enough to impact the employees. It is important to know that every individual has their preference on how they would want to be acknowledged and how one employee would want to be recognized would end up as a complete turn-off for another employee. Recognition could be formal or informal depending on the organization’s culture and values. Formal acknowledgment could be done on foreseeable time periods, for example, weekly, monthly or even on a yearly basis, while informal initiatives would be done when it is merited.

Managers in an organization should learn the different timing and effective methods of inflicting appreciation to their employees. Appreciation can be done as soon as the employee is merited to appreciation due to their recognizable efforts, as sincere, that is doing it because the manager is truly appreciative of the employee’s efforts, as specific means to give every detail of the employee accomplishment, as person meaning that the manager should appreciate the employee in person either orally or in handwritten form, as positive, the manager should not mix appreciation with criticism and finally as proactive meaning the manager should not wait for perfect performance from the employees.

It is important for the management to install a performance management system in the organization and to also understand the roles and duties of every employee. This guides them so that they don’t end up appreciating employees for doing their job. The system enables the managers to understand the variation between helping an employee to undertake his duties and acknowledging excellent performance in their field.

Employee Recognition Advantages

There are numerous ways to recognizing employees (Parvaiz & Ahmed 2016).  Some simple recognition ideas for managers must be designed in a manner that that confirms the culture of the organization and also the interests of the individuals being perceived. Some of these ideas may not fit all the workplace values or the interests of all the individuals. These informal ways would include; saying a sincere thank you for efforts well-utilized which should be done often and in specifics of what the employee has achieved, appreciating individuals or teams during staff meetings can be a great source of inspiration for the employees, holding staff meetings outside of office would also develop a sense of appreciation for the employees and boost their personal morale. Acknowledging birthdays and job anniversaries and even new babies are important for the employees and help them feel appreciated and this often boosts their energy when they get back to work.

In addition to informal recognition, some institutions may want to set up programs that are more formal in recognizing employees. This type of setup can be in many forms and acknowledge employees in different kinds of achievements (Grawitch, & Ballard, 2016). There are several steps that are involved in setting up formal recognition programs; first setting up a planning group is important and it should not be a top-down process. It should incorporate employees from all levels of employment, and this brings a sense of involvement in the process. The planning group interacts with other employees and seeks to identify what other employees would like recognition for and how to be appreciated for the same. Secondly, the planning group after determining what achievements to be recognized it then thinks of how often the recognition should be done and what will be given as incentives of appreciation. Lastly, the group should present the recognition program to every manager in the organization and also to the staff. It would also be necessary to create awareness to the Board and to seek their support in the program.

In conclusion measuring the immediate effect on the productivity and profitability of employees is troublesome because it is only one of the many factors impacting employees in every institution. However, contextual investigations put first an influential defense that main concern benefits have been attained through the acknowledgment programs. The Walt Disney Resort set in place an employee acknowledgment program that influenced a fifteen percent increase in employee fulfillment with their everyday recognition by their immediate bosses. (Smith,2018).These outcomes correlated exceedingly with high guest fulfillment scores which demonstrated high willing of the visitor to come back and along the lines specifically streamed to increased profitability. Employee recognition is a great tool to be installed by organizations to help create a suitable working environment for both the employees and the management.


Bradler, C., Dur, R., Neckermann, S., & Non, A. (2016). Employee recognition and performance: A field experiment. Management Science, 62(11), 3085-3099.

Grawitch, M. J., & Ballard, D. W. (2016). The psychologically healthy workplace: Building a win-win environment for organizations and employees. American Psychological Association.

Harrison, K. (2013). Why employee recognition is so important. Cutting Edge PR. Harting, D.(2010). Employees your most valuable asset. Retrieved January, 3, 2013.

Parvaiz, T., & Ahmed, O. (2016). Sustaining the Growth of Employee: Motivation and Career Development in Organization.

Smith, C. (2018). Employee recognition schemes.