ORGANISATION & CULTURE

hen was the last time your manager gave you a metaphorical pat on the back? Or, if you are the manager, how many of your employees could you confidently say feel valued, recognised and appreciated?

According to research from Workhuman and Gallup, showing greater appreciation for employees could be the key to greater productivity, retention and increased happiness.

Recognition is actually listed as a top driver of retention, as those who feel underrecognised are three times more likely to leave the organisation within a year. If this recognition is high-quality, retention strengthens even further, making employees 45 % less likely to leave within two years.

And the good news extends to hybrid and remote workplaces too, where one in five employees report feeling lonely worldwide – and recognition consistently emerges as one of the most powerful buffers against loneliness and disconnection. But what is the most impactful form of recognition?

For Rebecca Perrault, VP of Diversity & Inclusion at Magnit, it’ s built on“ daily habits, signals and interactions” as to how people experience every day at work.

“ When recognition becomes part of how a team operates, rather than something saved for a scheduled moment, it starts to shape culture in a much more meaningful way,” she says.

Rebecca Perrault VP of Diversity and Inclusion Magnit

“ It feels less like a programme and more like proof. Proof that people are paying attention. Proof that good work is seen. Proof that contribution matters in real time, not just when paperwork is due.”

However, Rebecca warns that some leaders point to strong policies as evidence of inclusion – while employees in the same room describe entirely different needs: clearer communication, fewer surprises and feedback they can actually use. What’ s more, she highlights that recognition shouldn’ t just come in the form of grand gestures – but that it should be regular and natural. This can otherwise be known as micro-recognitions.

106 April 2026