Fostering a culture of recognition is more than just a nice-to-have—it’s essential for building engagement, promoting employee well-being, and driving business success.

In a recent webinar on the theme “Crafting Recognition Frameworks: Aligning Purpose and Culture”, in partnership with OC Tanner, industry experts Rahul Varma, Senior Director of Rewards at GSK. and Candy Fernandez, Director of People & Great Work for East Africa and South Asia at OC Tanner India shared their perspectives on designing effective recognition frameworks.

The conversation touched on critical themes such as finding the right balance with recognition, the pivotal role of leadership, and strategies for motivating remote employees while respecting cultural nuances. Here are some key takeaways from their engaging discussion.

The complex layers of recognition

At first glance, building a recognition framework may seem simple—but it’s actually quite complex, with multiple layers to consider. One useful approach is to think of it in four quadrants.

-          First, Core Values form the foundation: these are the guiding principles—such as integrity, innovation, collaboration, or quality—that define the organization.

-          Second, consider Employee Needs by looking at the broader ecosystem of total rewards, which includes leadership, fair pay, growth opportunities, flexibility, empowerment, and recognition.

-          Third, Personalization is key: recognition isn’t one-size-fits-all. While some individuals may prefer private acknowledgments, others thrive with public praise.

-          Finally, Family and Peer Recognition plays a crucial role; beyond individual achievements, the support systems outside of work and peer-to-peer acknowledgments can significantly enhance an employee’s sense of belonging.

Regular reviews and data-driven updates ensure that the framework remains relevant and effective.

Finding the right balance in recognition

One of the central themes was finding the right balance between monetary rewards and non-monetary gestures. Monetary measures such as financial incentives provide clear, tangible metrics. However, overemphasis on monetary rewards can lead employees to view recognition merely as a financial transaction rather than an affirmation of their contributions.

Rahul explained, “Too much focus on the quantitative side can lead employees to view recognition merely as an opportunity to earn money, which can ultimately undermine the true spirit of acknowledgment.”

Qualitative recognition—such as personalized thank-you notes, public shout-outs, or a simple pat on the back—helps validate an employee’s work and fosters a sense of belonging. Yet, when these gestures become routine, they can lose their impact.

In today’s workplace, an integrated and personalized recognition approach is essential. “For instance, recognition often starts even before onboarding—with welcome boxes that communicate company values—and continues through structured milestones during the first 30, 60, and 90 days. Celebrating both outcomes and efforts, such as marking career milestones with cross-functional team events, reinforces that employees are on the right track,” Candy noted.

The Role of Leadership in Driving Recognition

Leadership plays a critical role in the success of recognition programs. Leaders not only set the tone for how recognition is administered but also embody the values that the organization stands for.

Candy emphasized the transformative power of leadership, “The verbalization of appreciation doesn’t just shine a light on an employee’s achievements—it also highlights their strengths, abilities, and future opportunities.”

Rahul agreed, noting that if recognition starts from the top, it creates a cascading effect throughout the organization. When leaders are actively involved in recognition, it becomes an integral part of everyday work life rather than a sporadic event.

• Lead by Example: Ensure that leaders champion recognition initiatives and model the behavior they wish to see.
• Communicate Impact: Use regular feedback and data dashboards to show how recognition influences both individual and organizational success.
• Embed in Culture: Recognize that leadership involvement is essential for making recognition a consistent, ingrained practice rather than a quarterly formality.

Motivating Remote Employees and Embracing Cultural Sensitivity

In a globalized, increasingly remote work environment, ensuring that remote staff feel recognized and motivated is critical. The experts stressed that remote employees should never be seen as fundamentally different from those in the office.

Rahul noted that, “Whether someone works remotely, in a hybrid model, or in an office, they are part of the same team. The responsibility for motivation and recognition is shared between the manager and the individual.”

Moreover, cultural sensitivity is key. Organizations must tailor recognition initiatives to suit local preferences without compromising overall consistency. For instance, while some may prefer public acknowledgment, others might value more discreet recognition.

Measuring program effectiveness

Measuring program effectiveness hinges on combining qualitative and quantitative data to drive informed decisions. By integrating these data sources, leaders can benchmark current performance against previous periods, identify gaps, and take targeted actions. This continuous feedback loop empowers managers with clear insights and reinforces our role in driving effective recognition across the organization. This approach can include:

• Surveys & Feedback: Use pulse surveys, employee experience surveys, group discussions, and interviews to capture both numbers and narratives.
• Dashboards: Build impact dashboards to track program adoption, login rates, user satisfaction, and engagement. For example, monitor unique versus repeat users in the recognition system.
• HRMS Data: Leverage HRMS tools to track metrics such as employee turnover, absenteeism, and productivity.
  
  As employee expectations shift and workplaces become more diverse and digital, recognition must be intentional, adaptive, and deeply embedded in the organisation’s culture. By aligning recognition with core values, leadership priorities, and evolving workforce needs, companies can foster a sense of belonging, drive engagement, and reinforce a shared purpose. Ultimately, recognition isn’t just about celebrating contributions—it’s about shaping a workplace where people feel valued, motivated, and inspired to do their best work