Why Your Recognition Program Isn’t Working and How to Fix It

Recognition programs are a staple of HR strategy, yet many fail to deliver the engagement and motivation employers expect.

Canadian organizations continue to invest in recognition initiatives, but employees often still report feeling undervalued at work. So what’s going wrong?

The Problem: Generic and Inconsistent

Recognition often falls short when it feels impersonal or disconnected from what employees actually value. Programs that focus on tenure, offer generic rewards, or overlook daily contributions can leave employees feeling unseen.

Some common mistakes include:

• Rewarding only long service while ignoring ongoing contributions

• Offering the same gift card or trinket to everyone

• Praising only in public when some employees prefer private acknowledgment

• Focusing only on major milestones and overlooking everyday efforts

When recognition feels like an afterthought, it can undermine rather than improve morale.

How to Make Recognition Meaningful

Here are five strategies HR teams can use to create recognition programs that actually resonate.

1. Ask employees what they value

   Survey your workforce to learn how they prefer to be recognized. Many employees appreciate sincere, specific feedback over material rewards.

   
   

2. Be specific and timely

   Generic phrases like “thanks for your hard work” don’t inspire. Point to the specific action and explain why it made a difference. Deliver recognition as soon as possible after the accomplishment.

   
   

3. Offer variety and choice

   Programs that let employees choose their own rewards are more meaningful. Points-based platforms allow staff to redeem for items or experiences they actually want, whether that’s an extra day off, a donation to a charity they care about, or a unique experience.

   
   

4. Recognize more than just top performers

   Celebrate quiet contributors, team players, and those who go above and beyond in small ways. This helps foster a sense of fairness and belonging.

   
   

5. Equip managers to recognize effectively

   Train leaders to deliver meaningful recognition, both privately and in team settings. Give them examples and tools to make recognition a natural part of their management style.

Examples of Innovative Recognition Ideas

If you’re looking for inspiration, here are a few creative recognition approaches that are gaining traction:

Peer-to-Peer Recognition Apps

Platforms like Kudos or Applauz allow employees to send each other points or messages of appreciation in real time, creating a culture of recognition that isn’t dependent solely on managers.

Personalized Perks

Instead of a standard branded mug or gift card, offer employees options that fit their lifestyle. For example, flexible hours for a week, a wellness stipend, or a curated experience day can feel far more meaningful.

Team Celebrations

Recognition doesn’t always have to be individual. Celebrate the collective success of a team with a shared lunch, a fun offsite, or public acknowledgment in a company-wide meeting.

Charity Tie-Ins

Some organizations let employees donate their recognition points to a charity of their choice, combining appreciation with social impact.

Everyday Wins Wall

Set up a physical or virtual “wall” where anyone can post shout-outs to colleagues for big and small wins, fostering ongoing positivity.

Final Thoughts

Recognition does not need to be costly or elaborate to be effective. It does need to feel genuine, consistent, and aligned with what your employees care about.

If your program feels outdated or underwhelming, now is a good time to refresh it. Employees who feel truly valued are more engaged, more loyal and more productive.

We help HR teams assess and redesign recognition programs to create real impact. Contact us to get started.