ORGANISATION & CULTURE
We also align saying thank you with our values and purpose as a way of reinforcing those behaviours.”
As a result, micro-recognitions are often not just the most meaningful behaviours, but the ones that are the simplest to provide, too.
At E. ON, Helen explains that these come in the form of“ supporting colleagues, challenging assumptions, sharing personal experiences or offering empathy.”
To support this, the business launched a colleague-led inclusion network, which has over 4,500 colleagues actively participating across nine employee networks.
“ These communities play a vital role in fostering an inclusive culture where diverse perspectives are valued and heard,” she shares.
“ Through everyday actions and the sharing of personal experiences, they raise awareness, challenge thinking, and help drive meaningful change.”
How HR managers can encourage micro-recognitions A culture with micro-recognitions may not come naturally to many working environments, but they can be encouraged by HR leaders.
By weaving opportunities for recognition into existing routines, such as during 1:1s or having standing agenda items on team calls, leaders can make appreciation“ feel more natural”, according to Helen.
She also notes that it’ s equally important for leaders to model the desired behaviour.
110 April 2026