Why recognition shapes culture more than we realise

Recognition is culture in action

Research from CIPD highlights that employee engagement is shaped by how valued and supported employees feel in their organisation. 

Yet, in many organisations, employee recognition is saved for those big milestones. Are we saying we only value big milestones?

We tend to hear about work when something goes really well or when something goes wrong, but what about everything in between? The steady contribution made by our Finance teams, the quiet problem-solving made by our IT Teams, and the cross-collaboration that keeps things ticking along.

One of the challenges with saving recognition for big moments is that it reinforces the idea that only significant, visible achievements are worth celebrating. Don’t get me wrong, big milestones are worth celebrating, but they’re only part of the story. And often, it’s those less visible contributions that hold everything together.

Some of the most effective recognition strategies I’ve seen has been simple and timely: a quick message after a meeting, a call-out in the moment, a specific thank you that highlights something others might not have noticed.

And timing matters. The closer the gesture is to the moment, the more meaningful it is. It connects the action to the impact in a way that’s clear and immediate.

And that’s where, in my opinion, culture is really built, in the everyday moments that collectively shape how people experience their work.

What we recognise, we reinforce

When it comes to employee recognition, what we choose to see is rarely neutral, it actively shapes the culture we create. When we consistently notice and acknowledge certain things over others, we send a clear message about what ‘matters’.

Our culture is shaped day by day; in the small decisions we make about what we choose to recognise.

Over time, those patterns become self-reinforcing. If we only see outcomes, we reinforce outcomes. If we only celebrate visibility, we reinforce visibility. But if we start to notice other wins, such as collaboration efforts, people learning from their setbacks, steady progress, and the embodiment of the organisational values, we begin to reinforce a much richer, more inclusive version of performance.

Research shows that people are significantly more likely to repeat behaviours that are recognised. In other words, what we acknowledge is often what we get more of, which can be a powerful way to shape culture.

When recognition works

Employee recognition is increasingly seen as a source of inspiration. When people feel appreciated for their contributions, they are more likely to feel motivated to innovate, solve problems, and engage more deeply in their work.

In fact, research such as Gallup and O.C. Tanner consistently show that recognition is strongly linked to engagement, performance, and retention, with lack of appreciation consistently cited as one of the leading reasons people choose to leave.

But recognition only works when it is experienced in a way that resonates with the individual and this is where many organisations miss the mark.

We often assume the way we should recognise people is universal, but it isn’t.

Most of us can relate to the moment when praise is given publicly, in a meeting, in front of colleagues, and while the intention is positive, the experience can feel very different depending on the individual. For some, that public acknowledgement is energising and motivating. For others, it can feel uncomfortable or overwhelming, even if the recognition itself is appreciated.

Some people value private, quiet acknowledgement far more, such as a direct message, a thoughtful note, or a one-to-one conversation that feels personal and considered. This is why understanding recognition and celebration preferences matters so much. We’re often quick to default to a single style of recognition, but the impact is significantly greater when it’s tailored to the individual.

What makes recognition meaningful isn’t just the intention behind it, but how it’s experienced. Its impact comes from recognising that there is no one-size-fits-all approach, and that every person experiences appreciation differently. 

A simple, but powerful, starting point is taking the time to understand your team’s celebration preferences. You could do this privately through a short survey or bring it into an open conversation in your next team meeting. It can be a really valuable way to understand what resonates with people and will help to shape your culture, more than you think. 

In fact, recognition also has a ripple effect, it can inspire not only those who receive it, but also those who observe it.

The culture we’re creating

When I step back and think about employee recognition, I don’t think about frameworks or processes. I think about the small, but important, human interactions that are easy to overlook in the flow of everyday work.

A quick thank you. A message that lands at the right time. A conversation that acknowledges effort someone didn’t think was noticeable.

None of these moments feel particularly significant on their own. But together, they shape something much bigger.

They shape how people experience work, and whether they feel seen within it. And when people feel seen, heard, and valued, growth and innovation become the natural by-product of a culture that consistently reinforces those behaviours.

And I think that’s what culture really is, not something we define once, but something we are quietly reinforcing through recognition every day without always realising it.

So, I wonder, what kind of culture are we reinforcing through what we choose to recognise?

And are we recognising people in ways that genuinely resonate with them? 

About Perkbox

Perkbox helps companies elevate their cultures by bringing together employee wellbeing, benefits and engagement in a single app that employees love. We make it easy for organisations to care for, connect with and celebrate their people – so every employee feels valued, every day and when it matters most.

We work with over 7,500 organisations and nearly 4 million employees worldwide – including over 80% of the NHS.

To find out how we can help you maximise your budget and resources, book a demo with our team today.