Recognition & Rewards

In this digital age of instant messaging and non-stop emails, there’s something special about receiving a real, tangible letter. If you’re a leader looking to express recognition or appreciation to your employees, writing or typing out a personalized letter might be the most simple and cost-effective way to share your gratitude for their hard work.

As we mentioned in our article on how to give better employee recognition, taking the time to vary your recognition efforts is crucial to offering impactful recognition. 

For example, if you’re accustomed to only offering verbal “good jobs” at the end of the week, taking the extra time to actually write out a recognition letter for those noteworthy achievements is a great way to show your gratitude for those extra big goals.

In spite of that, we know that as a leader, you are likely extremely busy. Writing a letter from scratch and coming up with the exact right words can be tough. So, we wanted to help you out by providing employee recognition letter templates you can use as a jump-off point. Remember: these letters are most impactful to the receiver when tailored to them. In short, be sure to add some extra words of your own to truly acknowledge and appreciate your employees.

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6 Impactful Employee Recognition Letter Samples For Every Occasion

Recognition letter template for an employee work anniversary

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Dear [Employee Name],

I can’t believe how fast time flies! It’s been [years] since you came on board, and I can’t believe everything we’ve been through together. It’s been such a pleasure getting to know you over the years, and I couldn’t imagine the team without you!

Your [insert unique qualities or skills of employee] are just some qualities that have made you a pleasure to work with and an asset to this team. 

The past year, in particular, has been full of amazing wins and accomplishments. We are so proud of all the hard work you’ve put into [insert specific accomplishments]

All your hard work and dedication have allowed us to achieve some of our biggest goals as a company, and we cannot express our gratitude for your hard work.

We hope the year to come is just as successful, and we look forward to working together and achieving even more!

Sincerely,

[Manager’s name]

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Recognition letter template for an outstanding accomplishment 

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Dear [Employee Name],

I wanted to take the time to write this letter to personally thank you for all your hard work on [insert accomplishment]. It’s been a long road to achieving this goal, but we finally made it! Your perseverance and hard work have allowed us to overcome many obstacles and reach this big win.

Most importantly, your skills in [insert employee’s specific skills] were indispensable for us to accomplish this objective, raise the bar, and stand out against the competition.

It’s been such a pleasure working with you on this project, and I do not doubt that we will continue to accomplish great things together.

Sincerely,

[Manager’s Name]

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Recognition letter template for initiative and extra effort

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Dear [Employee Name],

I wanted to write this letter to let you know I appreciate all the extra work and initiative you've been taking lately. Don't think all this additional work and effort has gone unnoticed!

The work and initiative you've taken towards [insert project, event, etc] is truly admirable and demonstrates just how valuable you are to our team. I see you care about our company and team's success, and we are lucky to have someone like you who is always willing to raise the bar and go the extra mile. 

Your willingness to learn, take risks, and do something new is something I really admire, and I just wanted to take a moment to thank you for that.

Sincerely,

[Manager's Name]

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Recognition letter template for promotion or new role

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Dear [Employees Name],

I want to take a moment and commend you on your new position as [insert the new title.] 

In your past role as [insert former title], you were a true asset to our team and achieved some of the major goals and accomplishments like [insert key accomplishments], of which we are proud. 

We are eager to see what you’ll bring to the table in this new role, and we wish you the best for the future as you continue to grow at [company name.]

All the best,

[Manager’s Name]

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Recognition letter template for when times are tough

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Dear [Employee Name],

I wanted to take a moment to express my gratitude for the dedication you've demonstrated lately.

Recognizing the challenges you've been facing, particularly with [mention the specific challenge], I can only imagine how demanding it must be for you at this time. Despite this, I've been truly inspired by your dedication and unwavering effort.

Remember, my door is always open to you. Please don't hesitate to reach out if you ever feel stressed or need support. We're here for you every step of the way.

Warm regards,

[Manager’s Name]

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Recognition letter template for departing employees

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Dear [Employee Name],

On behalf of everyone at [Company Name], I wanted to take this chance to thank you for everything that you have done during your time here, as well as wish you all the best as you embark upon this new chapter of your life.

Looking back, it’s amazing how much you’ve accomplished and how much your contributions have made an impact. It was a pleasure having you on our team! 

We wanted to take a moment to highlight the achievements we are particularly grateful for. Your work on [a specific project the employee played an important role in], as well as [another specific project the employee played an important role in], contributed significantly to our long-term success.

I hope that you’ll keep in touch, and always feel welcome to collaborate with us again in the future. We do not doubt that you will continue to accomplish great things, and your future looks bright. 

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All the best,

[Your Name] 

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3 Tips for Leaders to Offer Impactful Recognition

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1. Be Specific 

Impactful recognition is always personal. A good test to see if your recognition message is personalized enough is to ask yourself, “Could this message be written about anyone?” If the answer is yes, your message is too generic and should be customized a bit. 

You can personalize a recognition message in the following ways:

• Emphasize a specific accomplishment 
• Highlight some specific qualities or skills you admire
• Bring attention to the impact of the employee's work on the business.

Your employee recognition letter can be spiced up by including these specifics and personalizing it for the recipient. Writing a more personal message will make a significant difference in how much your appreciation is felt. So, take a moment to reflect on what makes this person special and incorporate those thoughts into your message.

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2. Show your appreciation in other ways

Remember that words of recognition, in other words, verbal recognition are just one way to show your employee appreciation. As described in Dr. Paul White’s book The 5 Languages of Appreciation in the Workplace, there are several other ways leaders can show appreciation to their employees. 

For example:

• Quality time
• Acts of service
• Gifts

In other words, if you’re giving the same old "good job team" in a meeting week after week, you might start to sound like a broken record. And your "good job" will not have the desired impact on your team's morale. So, be sure to incorporate some of these different ways of showing appreciation to your employees.

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3. Ask for feedback from your employees

A major factor contributing to employee turnover is feeling underappreciated at work. And although appreciation and recognition are relatively simple to offer, sadly, many leaders tend to fall short in this area. 

So what can leaders do? We recommend asking your staff how they feel. Yes, it might seem a bit weird initially, especially if you’re not used to asking for feedback about your leadership skills. But this conversation will be an important icebreaker and show employees that you really care about them and their opinions. 

You can ask:

• Do you feel appreciated and recognized for your work?
• How would you prefer we show you appreciation (i.e. verbal recognition, team lunch, etc.)
• Can you give me an example of a time you felt appreciated for your accomplishments?

Maintaining communication with your staff on these topics is crucial to preventing employee turnover due to unappreciation. Giving your employees appreciation is truly a low-effort and high-impact action in the workplace. Managers should be doing their best to ensure that employees are feeling fulfilled and satisfied in this area.

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Final Thoughts

Taking the time to write or type a letter or card might take a little more effort than saying “Good job,” but the effort will be well worth the impact it will have on your team morale. By using these employee appreciation letter examples as a jump-off point, you won’t have to start writing everything from scratch.

Remember: It's not just about the words on paper; it's about the sentiment and effort behind them, creating a meaningful connection between leaders and their teams. By investing in these small gestures of appreciation, leaders can cultivate a thriving culture of recognition and support, ultimately leading to greater job satisfaction and employee engagement.

Picture this: you've got a fantastic team. They're putting in the hours, hitting targets, and excelling at their jobs. But when it comes to acknowledging their efforts, you've hit a roadblock. 

As a leader, the idea of recognition may raise some concerns:

• Will others get jealous?
• Will this sound cheesy and miss the mark?
• What types of actions am I supposed to be recognizing?

One thing you know for sure: your team deserves more than a surface-level "good job." They deserve personalized, timely, and memorable recognition that keeps them motivated and feeling valued. But you're still not quite sure how to get started.

You're not alone! Mastering the art of consistent and impactful recognition can be a struggle for many leaders. The good news is learning how to give recognition at work is a management soft skill that can be mastered, and we're here to help! 

At Qarrot, we help companies implement official recognition programs and also help their leadership become better at giving recognition. Through our experience working with organizations, we have noticed a few recognition best practices that lead to appreciation having a greater impact on employee happiness and motivation and, of course, the overall success of their recognition programs.

This article will explore these best practices and uncover tips to help avoid your recognition efforts from falling flat. With these tips, you'll be equipped to offer your employees impactful recognition that truly energizes a team. Our goal is to take you from the place of doubt into clear victories marked by a sense of accomplishment. 

6 Tips for Giving Better Employee Recognition at Work

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Offer frequent recognition (at least monthly!)

One of the biggest challenges for leaders is getting into a habit of giving recognition at regular intervals. A lot of leaders are great at giving recognition for those big, obvious accomplishments that happen a few times per year. But where they lack consistency is sharing their appreciation for the smaller everyday efforts that happen behind the scenes. In other words, all the steps and work that lead up to the big accomplishment.

Now, we're not necessarily implying you need to give recognition every single day. But ideally, you want to be aiming for more than a few times per year. Workplace studies have demonstrated that the frequency of recognition directly correlates with satisfaction at work. The more frequent the recognition, the more satisfaction increases. 

Many leaders might say, "But my employees don't achieve big accomplishments that frequently; what am I supposed to recognize between these bigger wins?

Well, once again, one of the best ways to make sure to give frequent recognition is to focus on praising employees' "behind-the-scenes efforts," not only the big final accomplishment. Praising employees' smaller efforts not only results in more frequent recognition but also more genuine recognition. Ultimately, it will have a greater emotional impact on the employee as they will feel personally appreciated and valued.

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Focus on one specific goal or accomplishment

What type of recognition do you think sounds more impactful to an employee?

• "Great job on everything you've done this week."
• "Thank you for your standout efforts in dealing with client X this week. They were being particularly difficult, and you did an amazing job at de-escalating the situation."

If there is one recognition tip to remember, it is that impactful recognition is specific. In other words, it focuses on one specific accomplishment or achievement. Of course, the occasional "great job on everything you've done" is acceptable. As we always say, giving some recognition is better than none. But if you want to deliver recognition that really makes an employee feel deeply valued and appreciated, take the time to point out a specific win, especially one that you know they've worked so hard to achieve.

That said, leaders and managers sometimes can be unsure which accomplishments deserve official praise or recognition. We recommend identifying achievements that align with the organization's goals or demonstrate exceptional skills. 

For instance, recognizing an employee's ability to deal with challenging clients, as in the second example, acknowledges their effort and highlights a crucial skill — de-escalation. Recognition like this not only boosts morale but also demonstrates what skills or behaviors are valued. Remember, the key is to be genuine and specific in your recognition, showing that you not only notice their efforts but also understand their unique contributions to the team. 

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Highlight the impact of the employee's work on the organization

People want to go to work and feel like they are making a difference. It feels great to know that your contributions are impacting not just your team but the entire organization. 

That’s why impactful recognition will always take it a step further and highlight how the employees' work impacted the organization. Bonus points if it can be quantified. Adding extra words that speak to these finer details will go a long way to instill in the employee a sense of accomplishment for their hard work.

For example, note the stark difference between the following two examples:

• “Thanks for all your hard work on closing the deal with Company X. Your hard work and dedication have been an asset to our team!”
• “Thanks for all your hard work on closing the deal with Company X. Because of your hard work, we will surpass our quarterly quota by over 10%! Amazing job.”

This detailed acknowledgment instills a profound sense of pride and reinforces the understanding that every individual contribution is crucial in steering the entire organization toward success.

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Speak your employee's language of appreciation

Every employee is unique. For example, it’s important to remember that not everyone will enjoy receiving public praise and recognition. Some people don’t particularly enjoy being the center of attention and having the spotlight on them. Keep in mind that this doesn’t mean that they don’t want to be recognized for their work at all. It just means that they may prefer to have recognition delivered privately or in a more personalized way.

Workplace expert Dr.Paul White explains this idea in his book The 5 Languages of Appreciation in the Workplace. We often think verbal appreciation is the only way leaders can share recognition with their teams. But in this book, White explores the many ways leaders can share their appreciation for their team and why just saying “thank you” at work isn’t always enough.

A popular example: is quality time. If a busy manager makes time to give an employee their undivided attention by sharing a meal or booking a time to talk about their career goals, that can be a genuine way of showing appreciation for your employee.

The bottom line is don't limit yourself to verbal "good jobs" or "thanks yous." Of course, you can make that one slice of the pie, but you can also share your appreciation in other ways, like giving your employees a helping hand or making quality time for them.

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Use a variety of recognition methods

In a similar vein, varying your recognition methods is critical to giving effective recognition to your employees. For example, you might find yourself giving verbal "good jobs" or shout-outs in meetings. That's what you find the most practical and effective at showing appreciation for your team's work. 

However, giving the same "good job team" in a meeting week after week, you might start to sound like a broken record. And your "good job" will not have the desired impact on your team's morale. 

In this case, you might want to consider switching things up. You could, for example, offer a written note or letter of appreciation to your employees for bigger accomplishments. Or you can offer to take your team out for lunch and spend some quality time with them as a reward for a job well done. 

There are many ways to show employees you care about them and appreciate their hard work. Sometimes, it's beneficial to make an extra effort to do something special and unique, especially when you wish to acknowledge the biggest goals and accomplishments.

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Ask for feedback

Feeling underappreciated at work is a major reason for employee turnover. A Gallup report shows that a lack of recognition remains one of the most common reasons employees leave an organization. In other words, although appreciation is relatively simple to offer (and highly cost-effective), so many leaders tend to fall short in this area. 

So what can leaders do? We recommend simply asking your staff how they feel. Yes, it might seem a bit weird initially, especially if you’re not used to asking for feedback about your leadership skills. But this conversation will be an important icebreaker and show employees that you really care about them and their opinions. 

You can ask:

• Do you feel appreciated and recognized for your work?
• How would you prefer we show you appreciation (i.e. verbal recognition, team lunch, etc.)
• Can you give me an example of a time you felt appreciated for your accomplishments?

Keeping connected with your staff on these questions is critical to reducing potential employee turnover due to feeling unappreciated. Giving your employees appreciation is truly a low-effort and high-impact action in the workplace. Managers should be doing their best to ensure that employees are feeling fulfilled and satisfied in this area.

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Final Thoughts

One of the biggest challenges of growing a culture of recognition in a workplace is getting everyone in the habit of giving regular recognition. Managers and leaders are busy people, and it can be difficult to make recognition into a regular habit. On top of this, some typical worries might stand in the way, like "Will others feel jealous," or "Will this sound cheesy and silly."

We want to assure you that your worries are valid. But in our experience, following these best practices will mitigate any risk of jealousy among your team or sounding too cheesy. When you are specific in your recognition, there will be no room for jealousy, as the other team members will likely appreciate their peers for their hard work because they saw it, too. And if you ensure that your recognition is detailed and focused on the impact of the employees' work, you will certainly not come across as cheesy. But rather, you will be shining a light on the impact of the employee's hard work, and will always be much appreciated.

Ultimately, with these recognition best practices, you'll create a workplace where recognition isn't just a nice-to-have but an essential aspect of fostering engagement, motivation, and the overall success of your organization.

Recognition and appreciation are foundational elements of all strong relationships. This applies to our work life just as much as our home life.

And employee recognition isn’t just about money. We’re talking about the simple act of sharing your verbal appreciation for employees and their hard work. This practice–which is virtually free–can have a huge impact on employee engagement. In fact, a recent Harvard Business Review study showed employees who said their managers were great at showing positive recognition were 40% more engaged than those with managers who didn’t show the same level of recognition. That’s just simple verbal appreciation!

Since recognition and appreciation are so vital, we assume that giving it should be natural and straightforward, right? Just go up to someone and let them know that you appreciate them. 

In reality, giving impactful recognition isn’t always so simple and effortless; it’s a management soft skill that can take practice to develop. So if you’re one of those leaders who struggles with sharing your appreciation, don’t worry too much, as you’re far from being alone.

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Growing a culture of recognition

At Qarrot, we’re here to support you! We’ve helped numerous companies get started on growing culture of recognition in their workplace, and a common challenge for leaders is not being exactly sure what to write when it comes time to craft that first recognition message. They get a recognition writer's block, so to speak…

First off, we want to say: Don’t overthink this.

Giving ANY recognition is always better than giving none at all. And as you get more accustomed to giving frequent recognition, this habit will become second nature.

Whether your company is implementing an official recognition platform or program or you’re just looking to spread a little more informal appreciation in your workplace, we’ve put together an extensive list of recognition message examples that will help you get started on the right foot.

45 Employee Recognition and Appreciation Message Examples

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Recognition messages for achievements & contributions

• "Congratulations on surpassing expectations! Your dedication and innovative approach have significantly elevated our team's performance. Thank you for your outstanding contributions."
• "Your hard work and commitment haven't gone unnoticed. Your exceptional achievements have made a lasting impact, setting a high standard for excellence."
• "Your relentless pursuit of excellence shines through in your work. Your accomplishments are a testament to your skill and dedication. Well done!"
• "Fantastic job! Your exceptional performance and commitment to excellence make a significant difference. Your contributions are truly appreciated."
• "A big thank you for your work! Your dedication and exemplary achievements have not only met but exceeded expectations. Your contributions are invaluable to our success."
• "Your hard work and achievements have not only impressed but inspired the entire team. Your commitment to excellence is truly commendable."
• "Your remarkable contributions have played a key role in our success. Your dedication and hard work are truly appreciated. Thank you for going above and beyond."
• "Your exceptional achievements have not only made a positive impact but have set a new standard for excellence. Thank you for your outstanding contributions."
• "Congratulations on a job exceptionally well done! Your hard work, creativity, and dedication have not only met but exceeded our expectations. Thank you for your outstanding efforts."
• "Thank you for your outstanding contributions to our team's success. Your hard work and commitment have not only made a difference but have set a benchmark for excellence."

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Recognition messages for positive attitudes & other soft skills

• "Your ability to articulate ideas and actively listen contributes immensely to a harmonious and efficient work environment. Well-deserved recognition!"
• "Your positive approach to challenges is admirable. Your optimism and willingness to push through any obstacles make you a standout team member. Thank you for your resourceful and industrious spirit!"
• "We are consistently amazed by your communication skills. Your ability to convey ideas clearly and foster a collaborative environment has improved our team dynamics and made us more productive than we thought possible. Well done!"
• "Your positive attitude is a true asset to the team! Your cheerful demeanor and optimism create a welcoming environment, uplifting the entire team. Thank you for spreading positivity."
• "Your ability to communicate effectively and maintain a constructive approach in all situations is commendable. Thank you for your impactful contributions."
• "Kudos on spreading positivity! Your infectious optimism and support contribute greatly to team morale. Thank you for creating a positive and motivating work environment for everyone."

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Recognition messages for work anniversaries

• "Congratulations on reaching this [X year] work milestone! Your dedication and hard work over the years have been instrumental to our success. Thank you for your outstanding contributions."
• "Happy work anniversary! Your commitment and achievements during this time have made a lasting impact. Here's to many more years of success together."
• "Cheers to your work milestone! Your consistent excellence and dedication have been key to our achievements. Thank you for your invaluable contributions to the team."
• "Congratulations on your work anniversary! Your unwavering commitment and exceptional contributions have been pivotal. Here's to celebrating your accomplishments and the journey ahead."
• "Happy milestone achievement! Your hard work and dedication have set a high standard. Thank you for your significant contributions to our team's success."
• "Congratulations on reaching this work milestone! Your dedication and passion have greatly contributed to our achievements. Here's to more years of collaboration and success."
• "Happy work anniversary! Your commitment to excellence and continuous efforts are truly commendable. Thank you for your valuable contributions to the team."
• "Congratulations on your work anniversary! Your unwavering dedication and positive impact on the team are truly appreciated. Here's to celebrating your accomplishments and the years ahead."

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Recognition messages for taking initiative & great ideas

• "Kudos for your innovative spirit! Your initiative and fresh ideas consistently propel our team forward. Thank you for driving positive change and contributing to our success."
• "Congratulations on your proactive approach! Your initiative and creative ideas are invaluable. Thank you for constantly bringing innovation to the table."
• "Your proactive mindset and innovative ideas have truly set you apart. Thank you for taking the initiative and contributing to our team's success."
• "Cheers to your inventive contributions! Your initiative and forward-thinking ideas have been instrumental. Thank you for being a catalyst for positive change."
• "Your proactive approach and creative ideas enhance our team's dynamism. Thank you for driving innovation and contributing to our success."
• "Your initiatives have been an asset to our team! Your innovative ideas consistently elevate our projects. Thank you for your forward-thinking contributions to our team's success."
• "Thank you for consistently bringing fresh ideas to the table. Your initiative and innovative approach add tremendous value to our team."
• "Your initiative and innovative ideas have been a driving force in our success. Thank you for consistently bringing fresh perspectives to our projects."

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Recognition messages for the embodiment of company values

• "Congratulations on embodying our core values! Your commitment to integrity, teamwork, and excellence shines through in your work. Thank you for setting a stellar example for the entire team."
• "Kudos for consistently living our company values! Your dedication to innovation and collaboration is truly commendable. Thank you for being a true ambassador of our core principles."
• "Your commitment to customer satisfaction and teamwork is outstanding. Thank you for upholding the essence of our company in everything you do."
• "Cheers to you for exemplifying our core values! Your dedication to integrity and excellence is truly inspiring. Thank you for being a living testament to our company's principles."
• "Your commitment to diversity, collaboration, and excellence is remarkable. Thank you for being a beacon of our company's core principles."
• "Bravo for living our values! Your dedication to integrity, accountability, and teamwork is admirable. Thank you for being a true embodiment of what our company stands for."
• "Thank you for consistently representing our core principles. Your commitment to excellence, collaboration, and customer satisfaction is truly commendable."

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Recognition messages for teamwork & collaboration

• “Outstanding teamwork! Your collaborative spirit has greatly contributed to our recent success. Your ability to work seamlessly with others is truly commendable. Thank you for fostering a positive and cooperative environment.”
• “Your dedication to collaboration has significantly elevated our collective achievements. Your commitment to working effectively with colleagues is inspiring.”
• “Thank you for being such an amazing collaborator. Your teamwork has not only enhanced project outcomes but also fostered a supportive work atmosphere. We value your positive influence and cooperative attitude as valuable contributions to the success of our team.”
• “You're awesome at collaborating! Your ability to work effectively with diverse team members has been instrumental in achieving our goals. Thank you for consistently embodying the spirit of teamwork and collaboration.”
• “Recognizing your outstanding collaboration! Your teamwork has been a driving force behind our achievements. Your willingness to collaborate and support your colleagues has not gone unnoticed. Thank you for being a crucial part of our success.”
• “Applauding your team spirit! Your collaborative mindset has played a pivotal role in our accomplishments. Your ability to work cohesively with others is truly commendable. Thanks for being a dedicated team player and contributing to our success.”

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Pro Tip For Giving Impactful Recognition

Hopefully, some of these employee appreciation messages can help you get started on the path to growing a culture of recognition within your team. Yet, we urge you to use these as a jump-off point.

In other words, don’t just copy-paste; try to add your own personal touch as well. Sincerity is one of the most important factors of impactful recognition. And the best way to deliver sincere recognition is by ensuring that your recognition is personalized.

What are some concrete ways to make your recognition more personal?

• Ensure your message highlights a specific accomplishment. (i.e. “Great job on closing this deal/account.”)
• Ensure your message highlights the impact of the employee's work on your team or organization. (i.e. “Because of your hard work, we surpassed our quota by 10%!”)
• Your message highlights the unique qualities and traits of the employee. (i.e. “Your persistence and dedication are admirable.”)

Being specific will ensure that your recognition message is not generic but rather a personalized reflection of your employees' unique accomplishments and qualities. In turn, the message will be most impactful and energizing for employees to see and read. In other words, a genuine, personalized message will be more likely to result in eliciting those positive emotions that lead to greater engagement, motivation, and happiness. 

Early-stage technology startups are known for their fast-paced and dynamic work environments. The drive to innovate, coupled with limited resources, often leads to intense workloads and high-pressure situations. In such an atmosphere, it becomes crucial to recognize and appreciate the efforts of employees who are the backbone of these companies.

Employee recognition programs play a vital role in fostering a positive work culture and motivating teams to achieve their full potential. In this blog post, we will explore the importance of implementing employee recognition programs in early-stage tech startups and highlight some tangible benefits they can bring.

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Fostering a Culture of Appreciation:

By implementing an employee recognition program, early-stage tech startups can foster a culture of appreciation and gratitude. Recognizing and acknowledging the efforts and achievements of employees instills a sense of pride and satisfaction and helps them feel valued. And when employees feel valued, they become more engaged, productive, and committed to the success of the company. This positive cycle leads to increased motivation, which in turn drives innovation and growth.

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Example Benefit: A software development startup launched a peer-to-peer recognition program where employees could nominate their colleagues for outstanding contributions. This led to a significant rise in employee morale and teamwork, with individuals feeling recognized for their hard work and motivated to deliver exceptional results.

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Retaining Top Talent:

Early-stage tech startups face fierce competition in attracting and retaining top talent. Employee recognition programs can serve as a powerful tool to retain valuable employees. Recognizing and acknowledging their achievements not only creates a sense of loyalty but also strengthens their connection to the company's mission and vision. When employees feel appreciated and recognized for their contributions, they are more likely to stay committed to the organization, reducing turnover rates and the associated costs of hiring and training new employees.

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Example Benefit: A data analytics startup implemented an "Employee of the Month" program, showcasing outstanding individuals who had made a notable impact on the company's success. This recognition program not only motivated employees to strive for excellence but also contributed to a lower turnover rate and increased loyalty within the organization.

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Boosting Innovation and Creativity:

Early-stage tech startups thrive on innovation and out-of-the-box thinking. Employee recognition programs can serve as catalysts for creativity and innovation by encouraging employees to take risks and share their innovative ideas without fear of failure. Recognizing and celebrating such contributions not only inspires others but also fosters a culture of continuous learning and improvement. This is especially true for very early-stage startups in which employees wear multiple hats and may be required to work outside of a defined job description.

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Example Benefit: A virtual reality startup introduced a "Bright Ideas" program, encouraging employees to share their innovative concepts for product improvement. The best ideas were recognized and awarded, resulting in a surge of creative suggestions and improved product development processes.

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Enhancing Team Collaboration and Communication:

Strong teamwork and effective communication are vital for the success of any early-stage tech startup. Employee recognition programs can create opportunities for employees to interact, collaborate, and celebrate each other's achievements. Moreover, recognition programs can be designed to foster and reward collaborative efforts. This enhances cross-functional collaboration, strengthens relationships, and improves overall communication within the organization.

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Example Benefit: A mobile app development startup introduced a quarterly team recognition event where employees from different departments were acknowledged for their collaborative efforts and achievements. This not only fostered a stronger sense of unity but also improved interdepartmental communication and coordination.

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Conclusion

While early-stage tech startups face numerous challenges, the implementation of well-designed employee recognition programs should not be overlooked. By fostering a culture of appreciation, such programs have the power to boost employee morale, enhance retention rates, drive innovation, and improve teamwork. By investing in employee recognition, startups lay a solid foundation for long-term success and growth.

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Qarrot provides a cost-effective solution for any size of business. Whether you have 10 employees or thousands, our recognition software lets you design a program based on your business objectives as well as your budget. And with a growing number of integrations, including Slack and Microsoft Teams, it’s easy for just about any company to launch an employee recognition program within days, not weeks or months. Request a demo with Qarrot today!

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Employee appreciation is vital. It fosters trust between employees and management, inspires teams to increase productivity, and reduces turnover by ensuring employees feel valued. But inauthentic appreciation accomplishes none of this.

Think about it. If your boss came up to you the day after implementing a new appreciation program and said kind words with behavior and body language that conveyed anything but gratitude, how would you feel? Without authenticity, appreciation can have the opposite effect. 

Showing authentic gratitude doesn’t have to be difficult or complicated. In this post, we’re covering 5 simple ways to show your employees authentic appreciation (and why you should).

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Why authentic employee appreciation matters

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A 2022 Gallup report shows that recognition has the most impact when it’s:

• Fulfilling employees’ expectations and needs

• Authentic

• Equitable

• Embedded in the culture

• Personalized

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Despite their demonstrated importance, data shows recognition is lacking in these five areas. Only 23% of employees strongly feel they receive the right amount of recognition for the work they do. One-third of employees strongly feel the recognition they receive is authentic. One quarter feel it is given equitably. 19% feel it is embedded in their company culture, and just 10% report being asked about their preferences for receiving recognition. 

Reports show that employees who receive effective recognition are: 

• 73% less likely to experience burnout “always” or “very often”

• 56% less likely to keep an eye on job boards

• 5 times more likely to feel connected to their company culture

• 4 times as likely to be engaged at work

• 5 times as likely to see a path to growth within the organization

• 4 times as likely to recommend the organization to friends and family

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And, most shockingly, these employees are 44% more likely to report “thriving” in their life overall.

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1. Edible empathy

Food brings people together. Giving employees the go-ahead to group order whatever they want for lunch one day might check that box on paper, but it lacks the empathy component that makes sharing a meal together so powerful. 

Instead, spend time getting to know your employees while scheduling the lunch. Find out what they like. Be considerate of dietary restrictions, whether they’re religious, medical, or simply a choice. 

Pick a location that makes for easy conversation. That could be in a restaurant or in the workspace. In an ideal world, find a round table in a spot quiet enough so that everyone can hear each other, but not so quiet that people will be hesitant to speak freely. 

Once everyone is comfortable, strike up a genuine conversation. It doesn’t have to be wholly centered around work. While this is a good time to discuss what is and isn’t working within the team, chatting with your team about their unique interests and sharing your own nurtures the empathetic connection that affirms the genuineness of the gesture.

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2. Let feedback go both ways  

Your employees need your support just as much as you need theirs. When you sit down to review performance, prompt them to do the same. When you tell them what to improve, ask them what you can do to help them get there. This turns what could be perceived as a scolding session into a productive, two-way conversation. 

Not all employees will feel comfortable sharing honest feedback face-to-face. This could be due to sensitive subject matter or a byproduct of their personality. Create a system for employees to submit anonymous feedback, both on a macro and micro level. Ensuring the system is actually anonymous builds trust between you and your team. 

Giving employees a vehicle to share their thoughts and ideas about the organization’s leadership, opportunities, direction, etc. shows not only that you want their voices to be heard, but also that you value the opinions they share.

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3. Create a culture of appreciation through peer recognition

Peer recognition is almost as important as recognition from leadership. Employees recognized by peers just a few times a year (or less) are 3 times as likely to be actively disengaged, 39% more likely to plan on leaving the organization within one year, and 24% more likely to be struggling. For those recognized just a few times by leadership, the numbers increase to 5 times, 74%, and 27%, respectively. 

When you don’t cultivate a culture of appreciation, the occasional reward or review sticks out like a sore thumb. This is part of the reason why stock appreciation messages don’t land. If words of appreciation and encouragement aren’t heard in the office on a regular basis, they will seem forced. To the ones being recognized, it could feel like you just pressed 5 a bunch of times on a customer service survey. Inauthentic and meaningless. That’s the opposite of what you want. 

Create a culture where recognition from both leadership and peers is the norm, and the words of appreciation will feel natural. If recognition isn’t filling an annual requirement, employees will open their ears and actually absorb what you have to say as truth.

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4. Stay consistent

Fairness is another crucial component of authentic appreciation. When you focus your recognition on one employee and short another with the same performance level, the employee experience takes a big hit. After all, fairness is a basic human need. 

Only 26% of employees report receiving similar amounts of recognition as peers with similar performance levels. This number drops significantly for Black (19%)  and Hispanic (21%) employees. The percentage of employees who report receiving the right amount of recognition and authentic recognition follow the same racial pattern. 

Unless you want unconscious bias to derail your DE&I efforts, repel talent, and hurt BIPOC team members, equity needs to become a serious priority.

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5. Personalize

If the tips were ranked, this one would be near the top. Personalization is vital to showing authentic appreciation. Genuine recognition requires empathy. Managers have to consider what makes their employees feel appreciated as individuals. This won’t be the same for everyone. Some people prefer public recognition, while others prefer to be recognized in private. 

Recognition feels more authentic when it is tied to a clear reason. Some people prefer action-based rewards or spontaneous appreciation in the moment. Spontaneous words of appreciation are easy to personalize– when you observe an employee performing well in the moment, thank them for that specific action either via email or out loud, depending on their privacy preferences. 

Only 10% of employees report being asked how they’d like to be recognized. Asking your employees what will make them feel the most appreciated is the simplest and most effective way to ensure your recognition meets the needs of every individual employee. In doing so, you prioritize equity, combat bias, and improve the effectiveness of your employee appreciation program as a whole. 

29% of surveyed employees report a preference for private recognition, with 7% preferring to be appreciated in public. Then, there’s the middle ground. Many employees are comfortable with receiving technology-mediated recognition visible by all team members, even if they dislike public displays of recognition. 

Some employees place more value on monetary rewards than verbal appreciation. However, monetary rewards alone often miss the mark and appear ingenuine. Rewards should always be paired with a personalized message that resonates with the awardee.

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The impact of authentic employee appreciation 

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Effective recognition doesn’t just improve outcomes within the organization– it has the power to improve your employees’ quality of life outside the office. What’s more authentic than creating a recognition program that helps employees live happier, more fulfilled lives? 

Authentic recognition is even more impactful for Black and Hispanic employees facing racial bias. Black employees who receive authentic recognition are 79% more likely to be thriving, and Hispanic employees fall close behind at 69%. Black employees are also more likely to recommend the organization and see an internal path to growth.

Authentic employee appreciation improves business outcomes, helps employees thrive in and out of work, and promotes equity within the organization. 

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Ready to unleash the power of authentic employee appreciation? Snag our demo or request a free trial to get the ball rolling.

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When you’re recognized for achieving a goal, it feels pretty good, doesn’t it? You feel supported, valued, and appreciated. Most importantly, you get that extra dose of encouragement and want to accomplish more.

Increasingly, leadership practices emphasize the role recognition plays in keeping employees engaged and working at their best. Despite this, many HR departments continue to struggle with how to justify investing in recognition programs for their people. Besides the business case, organizations aiming to adopt employee recognition need to figure out what kind of program or initiatives will best suit their objectives. And once decided, implement and communicate the program throughout the organization. We get it, it’s not a walk in the park. 

That’s why we’ve provided an overview of those practices and program features we believe drive the best results as well as a number of compelling statistics to power your business case.

At the end, we’ve also included a link to our own FREE business case template.

Traditional vs. ‘new wave’ employee recognition 

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The traditional idea of employee recognition may conjure up the classic ‘employee of the month’ - a manager recites the same speech and recognizes one of a handful of top performers each month. The broader team is often left uninspired, and the discussion of employee engagement is put on the back burner for another month. 

Traditional methods of rewards and recognition - which travels vertically through an organization - often lack inclusion and real motivation. Even worse, it risks coming across as forced, fake, or inauthentic. In order for recognition and rewards to be truly impactful for your organization, that narrative needs to change. Rather, a robust process that fosters a collective experience and leaves team members feeling both supported and empowered. 

Peer-to-peer recognition, while still a relatively new concept to the employee engagement world, is already making waves. It challenges the one-way, traditional sense of recognition and the idea that cash incentives are the only rewards that drive results. In fact, peer-to-peer is 35.7% more likely to have a positive financial influence than manager-only recognition.  We’ll dive deeper into peer-to-peer recognition shortly. ‍

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The cost and threat of poor employee engagement  

It can be difficult to pin down an exact ROI on the implementation of employee rewards and recognition programs given the variety of challenges faced by organizations. However, the influence employee appreciation has on issues like retention, loyalty, productivity, and work culture is indisputable. And the numbers don’t lie:

• 2.5x more revenue with employees who are highly engaged vs. those with low engagement 

• 2x annual net income than those companies who do not prioritize engagement 

• High performing companies were 37% more likely to use a recognition process to motivate employees 

• 74% of companies who have a recognition and reward process report a better work environment 

• 46% of managers consider employee recognition an asset, rather than an expense

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‍Specific selling features 

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So, your organization is interested in the idea of a recognition and rewards program and you’re leaning towards something innovative, easy, and fun. But, you’re not sure what program design to put forward with your business case. Let’s get into the nitty-gritty of things and explore the specific features and the objectives they support:

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Drive results with objective-driven campaigns 

Recognition programs don’t just “motivate” employees - they inspire employees to hit specific targets or KPIs that support your organization’s strategic goals. How can you ensure that your program isn't generic? Opt for a program that allows you to craft tailor-made campaigns for both the broader organization as well as for specific teams. 

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With Qarrot, you can build campaigns around any measurable objective - such as leads closed or calls logged. When team members hit those objectives, you can award them with unique badges (also customizable) and points they can redeem for rewards. What more, they also come with gamification features to keep team members engaged and having fun. The more engaged and interested your team members are, the better results your recognition and rewards program will achieve. So, keep it fun!

Empower with peer-to-peer recognition 

As explored earlier, the traditional methods of recognition leave a lot to be desired. Instead of (or in addition to) a top-down approach, leaders should strive to create an environment where employees can motivate and inspire each other. This means you can improve workplace culture while simultaneously reinforcing the core values you want employees to exemplify. In other terms, you can help employees better identify and align with the organization - which is crucial for retaining talent. And the celebrations don’t have to stop there - it’s equally important to mark other occasions like birthdays and work anniversaries. When employees are engaged, their performance reflects that, compared to an unengaged team that often comes with a larger price tag in the long run. 

Lighten your load with program automation

All too often, we’ve heard from stressed out HR managers who are working overtime to stay on top of their company’s email and spreadsheet-based recognition and rewards program. Not only do manual programs like this drive many HR managers to the brink, but they’re also far less effective at driving results. This is especially true as organizations grow and the lack of structure wreaks havoc for managers, employees, and the HR department alike. Thankfully, now with the software-enabled programs of today that no longer has to be the case. Recognition software, like Qarrot, helps streamline and automate many of the program tasks like sending recognitions, tracking points, and distributing rewards. Program automation can literally reduce your administration effort by 75%.

Many programs, including Qarrot, also offer intuitive reporting so you can uncover just how engaged your employees are as well as monitor what types of incentives get the best results. 

Putting together your employee recognition business case

Even though recognition software like Qarrot makes it easy to measure results, we know it’s often difficult to estimate what those results will be when you’re at the business casing stage.

That’s why we’ve put together an easy-to-use and FREE business case template in Google Sheets. Download our template to put forward an ROI-based argument for employee recognition within your organization.

Get FREE Business Case Template

Organizations introduce employee recognition and reward programs with the best of intentions. Not only does celebrating employee achievements improve engagement and motivation, but simultaneously strengthen other areas such as culture and retention. In fact, recognition has been proven to contribute to higher employee engagement, performance, and to help boost other positive behaviors. 

We know that recognizing victories both big and small can drive organizational success. So why are so many teams still feeling less than jazzed about their work? It’s a problem that comes with a hefty price tag - to the tune of $500 billion dollars annually, actually. Uninspired employees can leave with you with high turnover, poor workplace morale, and cost you in time, money, and resources. 

Related Article: Benefits of positive reinforcement in the workplace 

So, implement any old recognition program and wait for the benefits to roll in - right? 

Not exactly. In order to see the best results, there needs to be a conscious effort to align your recognition process with your team and organizational goals, specifically. If employee engagement and performance remain at a standstill, this may be an indication that you have a lackluster recognition program.

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While every program will vary slightly, here are some common culprits that may leave your team wanting more : 

Not approaching employee recognition holistically 

Let’s move away from the traditional notion that recognition can only travel from management downward. Peer recognition can be just as powerful! Encouraging positive interactions between employees at all levels improves transparency, relationships, and culture. This also means that your team has more to celebrate - like work anniversary milestones and birthdays. 

Inclusion is now more important than ever since remote work has become the new norm. A company-wide recognition program streamlines internal communications by bringing team members together and keeping everyone on the same page. We all know that staying connected has been a challenge this last year, and a full-circle recognition program is an effective way you can bridge the gap.  

Not letting people choose their own rewards

We’ve all been there - unwrapping a present someone gave you and pretending to love it. They’re sitting right next to you and you don’t want to hurt their feelings, but you're also mystified as to their thought process behind the gift (which will never see the light of day). 

Employee rewards aren’t that different. People are motivated by different things, and there’s nothing particularly inspiring about the same cookie-cutter rewards for every employee and every milestone. Opting for a program that allows employees to choose from a selection of rewards or prizes adds an extra personalized touch that will leave your employees feeling even more valued. Not only does this enable you to truly discover what motivates different team members, it also allows you to keep a pulse on employee engagement in real time. 

Related Article: Customize your rewards and recognition program with Qarrot 

Doesn’t support or reflect your team's unique needs

The ultimate goal of any recognition program is to drive both employee and organizational success. Keyword here, ‘success’ - which looks different to every employee, team, manager, and company. Is your current recognition program effectively taking those measures of success into account? To truly make waves, recognition programs should be customizable. This can be anything from integrating your branding into the recognition platform to launching incentive campaigns based on specific team performance metrics. However you choose to use a recognition program, ensure it can accurately capture your specific needs and goals. A good rule of thumb is to relate how the program feeds into your mission, vision, and values. If they’re in sync, you’re on the right track. 

...it just isn’t that fun 

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Employees are only going to be responsive with a recognition program if they enjoy using it. Getting employees excited about celebrating each other doesn’t have to be complicated either. Ever thought about exploring gamification? Something as simple as a points based system - where employees receive points alongside recognitions to redeem for rewards - can easily raise the stakes. Although adding gamification features will instigate friendly competition, everyone comes out a winner. Employees will feel supported and empowered by their peers while managers will reap the benefits of a motivated team. Ironically, fun and games are a serious solution to an uninspiring recognition process.

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Related Article: Spice up your employee engagement with gamification

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To improve the effectiveness of employee recognition programs, companies can take the following steps:

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Define Clear Objectives and Metrics

Companies should define clear objectives for their recognition programs, such as improving employee engagement or increasing sales performance, and develop metrics to measure their success. This will help ensure that the program is aligned with the company's overall strategy and values.

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Involve Employees in Program Design

Companies should involve employees in the design of their recognition programs, gathering feedback on what types of recognition they find most meaningful and what behaviors and accomplishments should be recognized.

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Make Recognition Personal and Timely

Recognition should be personalized to the individual and delivered in a timely manner. This means that recognition should be specific to the employee's accomplishments and delivered as close to the time of the accomplishment as possible.

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Provide a Variety of Recognition Options

Companies should provide a variety of recognition options to meet the diverse needs and preferences of employees. This could include verbal recognition, public recognition, monetary rewards, or time off.

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Train Managers on Effective Recognition

Managers should be trained on effective recognition techniques, such as providing specific and timely feedback and delivering recognition in a personalized manner. This will ensure that recognition is consistent and aligned with the company's objectives.

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Regularly Evaluate and Adjust the Program

Companies should regularly evaluate the effectiveness of their recognition program and make adjustments as needed. This will help ensure that the program continues to meet the needs of employees and achieve the company's objectives.

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Related Article: Building a business case for employee recognition

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Here are some examples of companies that have implemented effective employee recognition programs:

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Salesforce

Salesforce has a recognition program called "The Power of Us" that allows employees to recognize their peers for their accomplishments. The program includes both public recognition and monetary rewards, and employees can earn badges for their achievements.

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Cisco

Cisco has a recognition program called "Connected Recognition" that allows employees to recognize their peers for their accomplishments using a mobile app. The program includes both monetary rewards and non-monetary rewards, such as extra vacation days or access to training and development programs.

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Google

Google has a recognition program called "gThanks" that allows employees to send thank-you notes to their colleagues. The notes are delivered both publicly and privately, and employees can earn points for their participation that can be redeemed for rewards.

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Don’t be caught empty handed - a recognition and rewards program is one of the most powerful tools a leader can wield when it comes to employee engagement. Uncover how your team can benefit by fostering a recognition rich environment with Qarrot - book a demo today!

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What are you doing to boost employee engagement, drive results, and build culture? Here at Qarrot, we believe that peer recognition is an effective tool for achieving employee and organizational success. 

Peer recognition varies from the traditional sense of recognition, which usually travels from manager to employee in a vertical direction. Instead, peer recognition challenges that process by encouraging colleagues at all levels to celebrate each other. This is a far more inclusive, collective, and horizontal approach. Remember how daunting public speaking was as a child in school–having to speak in front of our peers? Receiving feedback, thanks, or recognition from colleagues can be just as motivating as those from leaders. 

Encouraging team members to celebrate and reward each other's achievements is a great way to get people excited about work (which we could all use now and then). One of the biggest benefits organizations see as a result of peer recognition is increased employee engagement and morale. How important is employee engagement, you may ask? A staggering 85% of employees are not engaged in the workplace–that’s a lot of room for improvement. Recognition has been a long time source of motivation for cultivating a supportive environment–69% of employees admit they would work harder if they felt like their efforts were better appreciated. Indeed, empowering employees with the proper tools to celebrate each other's achievements will benefit your team tenfold. 

Related Article: Benefits of positive reinforcement in the workplace

The benefits of a peer recognition rich environment 

Improve workplace culture 

Employees' interactions and attitudes are great indicators of how they feel about their work and identity within the organization. Fostering a recognition-rich environment where peers can celebrate wins and share feedback creates a culture where your team will love to work, develop, and grow. And the numbers don’t lie–74% of companies who have an existing process in place report a correlation between recognition and a more positive workplace environment. By recognizing desired outcomes and behavior, leaders can further steep workplace culture in the mission, vision, and values of the company. With peer recognition, you can create a place where your employees truly want to be. 

Optimize internal communications

Who says that only manager feedback is important? Recognition and praise from peers can be just as powerful. In fact, recognition is an innovative tool for uncovering insightful feedback in addition to sharing accolades. By introducing peer recognition, managers can see employee engagement in real-time. With personalized rewards and crafting objective-driven campaigns–both of which you can find in Qarrot–leaders can finally identify what truly motivates their team members. Peer recognition also enables a positive feedback loop between team members–increasing the likelihood that employees will continue to perform and deliver results. Is it worth the investment? 46% of managers consider a recognition process an asset, rather than an expense–and a disengaged team will most likely cost you more in the long run. 

Related Article: Recognition and retention: the perfect match 

Increase employee retention  

As we explored above, peer recognition can do wonders for workplace culture–which in turn will also boost employee retention. People don’t leave jobs–they leave poor workplace culture and lackluster leadership. A company's ability to attract and maintain talent is a telltale sign of how things are operating internally. If turnover is high, that’s a big red warning sign for prospective employees to keep moving. Lack of recognition is one of the top reasons people leave an organization–but companies who have an employee recognition program in place report a 31% lower turnover rate. Getting employees involved in the recognition process is an effective way to attract and retain talent. 

From reinforcing core values to increasing employee engagement and morale, peer recognition is one process that can reap multiple benefits. Discover how creating a recognition rich environment can help your team–book a demo with Qarrot today!

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Although the future of the workplace remains uncertain, one thing is for sure - flexible and remote work options have become the new normal. In our unforeseen pandemic reality, companies are faced with redefining the notion of “business as usual” - as business activities are now happening at dining room tables and living room couches. Although remote work is nothing new, the number of companies that perform business operations outside of the traditional office has skyrocketed. 

While the shift towards remote work is a learning curve for both employers and employees alike, with the right tools in tow, work can happen just about anywhere. In addition to being productive, keeping employees motivated and engaged can also be achieved while working from home. For example, Qarrot let’s managers and colleagues recognize great work no matter where they’re working. Plus, our automation makes it easy to keep your program running even when you’re not all under the same roof.  So, you’ll be well-armed to keep both your employees and business thriving in our new remote reality. 

Foster a digital workplace culture 

The task of creating a workplace culture is no longer constrained to office parties or casual Fridays. Instead, companies now have to craft the same experience, digitally - a culture that can exist without geographical limits. Luckily, with Qarrot, you can create a recognition rich environment that encompasses every member of your team near and far. A collective approach to rewards and recognition is a sure-fire way to keep your employees engaged while fostering a supportive work culture. During these unfamiliar times, streamlining internal communications and transparency is imperative. Qarrot also features custom badges and rewards you can create to further solidify your organization's unique core values. 

Related Article: Customize your rewards and recognition process with Qarrot 

Reward employees instantly  

Celebrating employees when they achieve goals both big and small is a great way to boost confidence and morale. When it comes to choosing a rewards and recognition process, the most effective ones will deliver rewards promptly. If there is a lag time between recognizing and rewarding an employee, there is a loss in momentum that can sidetrack future employee motivation. When employees redeem their points earned in the Qarrot reward catalog, digital gift cards are immediately sent to their email. If they are redeeming a company-provided reward, the details are instantly sent to the appropriate contact who is responsible for reward distribution. You can also update your rewards catalog and budget at any time. Qarrot makes rewarding your employees easy and instant - no office required. 

Incentivize employees with objective-driven campaigns 

Qarrot makes keeping track of multiple incentive campaigns and teams a breeze - no matter how widely dispersed. You can create incentive campaigns that measure whatever objective you like and award your employees with both points and badges. Campaigns are conveniently enabled with gamification features - so employees can keep score with their colleagues through the leaderboard and see each others’ campaign awards and recognitions. Managers can easily create incentive campaigns for their own teams, and team members can upload their own results. 

Related Article: 6 mistakes that kill employee motivation 

Monitor campaign and employee progress 

Keeping track of your employees’ progress - whether that's individual accomplishments or campaign performance - can also be done remotely with Qarrot. Admins and Team Leads in charge of automatic campaigns can view both the progress reports and results of their respective campaigns. They also have the option to export that information to Excel. You can review all points and badges earned by an employee through an employee's activity history, or by generating a points/badges earned report. No matter how many employees, teams, or incentive campaigns you may be juggling, Qarrot makes it easy to monitor everyone's progress. Plus, keeping an eye on employee activity means you can learn exactly what motivates your team members and drives performance. 

Discover how your team can benefit from peer-to-peer recognition - book a demo with Qarrot today!