How to Improve Employee Recognition Processes

Process management is when leaders in an organization transform their business operations to help streamline workflows and business functions to the core.  

The goal of this is simple: to improve overall operational efficiency and productivity.

A critical part of this that is often overlooked is the employee experience. Employee experience is the journey an employee takes from the moment they’re applying for a job to leaving the organization. It includes the cultural, physical, virtual, and technological environments and anything else they experience during their employment.  

When looking at improving overall processes, there’s one that is detrimental to the success of employee experience – recognition.  

A Pavestep study found that 63% of employees who are recognized are more unlikely to look for a new job.

But, when recognition is inconsistent, manual, or fragmented across departments, it can lead to employees feeling undervalued and disengaged.  

Addressing this gap is critical, and the solution lies in transforming outdated recognition processes into a streamlined, automated system that ensures every milestone, accomplishment, and effort is celebrated.

What are inefficient recognition processes?

For some organizations, the process of recognizing employees is too complicated. It might involve these more traditional methods:

• Sending an email or message

• Employee of the month

• Handwritten notes

• Giftcards

• Pizza parties

While these approaches shouldn’t be discouraged – they can be inconsistent and often fail to impact all employees across the organization.

When recognition is left to manual efforts, it can be time-consuming and prone to delays, meaning that by the time recognition occurs, the moment may have already passed, diminishing its impact.

Why your current employee recognition program might not be working

Despite good intentions, many employee recognition programs fail to achieve their goals. Here are some common reasons why your current program might be falling short:

Inconsistency across teams

When different departments or managers recognize employees in different ways—or not at all—there’s a lack of consistency that can lead to feelings of unfairness. Employees might notice that some teams receive more recognition than others, which can create resentment and disengagement.

Delayed recognition

In a manual system, recognition often comes too late. By the time a manager writes an email or organizes a team meeting, the achievement may already feel like old news. This delay dilutes the impact of recognition, making it less meaningful.

Lacks manager-driven recognition

Many traditional programs rely solely on peer-to-peer recognition. While peer recognition is crucial, this bottom-up approach misses opportunities for manager-to-peer recognition, which can be just as valuable, if not more so, in building a positive and inclusive culture.

Doesn’t align with company values

If your recognition program isn’t aligned with your company’s core values, it can feel disjointed and unconnected to the bigger picture. Employees may not see the relevance of the recognition they receive, making it less impactful.

Administrative burden

Some recognition processes can be cumbersome and time-consuming. Managers and HR teams may struggle to keep up with the administrative tasks required to maintain the program, leading to lapses in recognition.

These inefficiencies not only waste time but also risk eroding employee morale. Finding a solution that addresses these issues is not just beneficial but essential for maintaining a positive workplace culture.

How to determine your recognition gap

Understanding and closing the employee recognition gap can be very useful in revealing areas of opportunities and improvement.  Here’s how you can measure, address, and determine your recognition gap:

Measuring your employee recognition gap

To measure your recognition gap, you must assess both the frequency and quality of the recognition currently being practiced in your organization. Here are some key steps:

1. Conduct employee surveys: Ask your team questions such as, “Do you feel recognized for your contributions?” and “How often do you receive meaningful recognition?” Analyze the results to identify areas where employees feel underappreciated.

2. Analyze recognition data: If you have an existing recognition platform, review the data to see how often recognition occurs, who is being recognized, and what types of behaviors are being rewarded. Look for disparities across departments, teams, and levels within the organization.

3. Evaluate manager participation: Assess how actively managers participate in the recognition process. Are there certain managers or departments that consistently recognize their teams, while others lag behind? Identifying these inconsistencies can help pinpoint where the recognition gap exists.

The benefits of an efficient employee recognition program

Once you’ve identified your recognition gap, it’s time to address it. Building a culture of recognition isn’t just about implementing any recognition process – it involves choosing the right solution for your organization. Implementing an employee recognition platform like Kudos can solve many of the common challenges faced today. Here’s how:

1. Consistency across your organization: Kudos ensures that recognition is applied uniformly across departments and teams. This eliminates inconsistencies in how employees are recognized, creating a recognition culture where everyone feels valued.

2. Supports hybrid and remote work models: Regardless of where your team members are located, Kudos keeps recognition flowing seamlessly and your team members connected.  

3. Timely recognition: Recognition should be delivered in real-time, ensuring that positive behaviors and achievements are acknowledged when they happen. Kudos can be easily integrated into the tools and systems your teams are already using to encourage recognition behaviors.  

4. Data-driven insights: Kudos provides valuable data on how your program is performing. Leaders can track who is being recognized, for what, and by whom, allowing them to identify trends, gaps, and opportunities for improvement.

5. Aligning company values: This ensures that every recognition sent in Kudos reinforces the behaviors and attitudes that are most important to your organization, embedding these values into the workflows of your company culture.

A Kudos case study: How DLL streamlined its recognition program

De Lage Landen Financial Services Canada Inc. (DLL) strives to create a work environment where people feel recognized while investing heavily in its employee experience. DLL believes its employees help set the company apart from the competition – employees who feel valued and who are highly engaged will be more committed to providing exceptional customer service.

Kudos supports DLL’s overarching People Strategy by streamlining its recognition programs enabling members to recognize each other including birthdays, anniversaries and other milestones. Kudos is helping DLL fulfil its vision of being “a purposeful and inclusive place to work” and members feel empowered “to unleash their potential.”

Read the full case study.  

Making recognition a cornerstone of your culture

Employee recognition is more than just a nice-to-have; it’s a vital part of building a thriving workplace culture. By moving away from inefficient, manual recognition processes and adopting a systematic, automated approach, you can ensure that recognition is consistent, impactful, and deeply embedded into the fabric of your organization.  

With Kudos, recognition becomes not just a task but a strategic tool that fosters engagement, enhances productivity, and drives business success. The time to modernize your recognition processes is now—because when your people thrive, so does your business.