How to Improve Performance: The Power of Recognition

Achieving peak performance while driving collaboration can feel like a balancing act. Departments often work in silos, communication breaks down, and recognizing exceptional efforts can easily fall by the wayside.  

Effective performance management ensures companies are optimizing their processes and improving efficiency and productivity across all teams.

A study found that organizations with effective performance management processes attracted talent 39% better than its competitors.  

If your organization is struggling with poor workplace performance, the path to a thriving, collaborative workplace might be simpler than you think—it all starts with recognition.

Download our free Employee Recognition Mission Guide and propel your organization into new realms by building a culture of recognition that enhances morale and boosts performance across all levels.

The signs of poor workplace performance

Poor performance in an organization refers to the inability of employees, teams, or the organization to meet established goals, standards, or expectations.  

Signs of poor performance or productivity in an organization often manifest in various ways:

• Missed deadlines: projects and tasks consistently fall behind schedule, often without clear reasons or accountability. This can indicate poor time management, lack of resources, or disengaged employees.

• Declining quality of work: the standard of deliverables drops, with increased error rates or a noticeable decrease in attention to detail. This can be a sign that employees are overwhelmed or not receiving adequate feedback.

• Low employee morale: employees seem disengaged, disinterested, or demotivated. They may show a lack of enthusiasm in meetings, avoid taking on new responsibilities, or simply “clock in and clock out” without contributing meaningfully.

• Frequent absenteeism: a rise in unplanned absences or tardiness can be a red flag. This may point to burnout, dissatisfaction, or a toxic work environment where employees no longer want to be present at work.  

• Lack of innovation: teams continue to rely on outdated processes and are resistant to change. There is little to no effort in finding more efficient ways to work, which can stifle growth and competitiveness.

• Communication breakdowns: miscommunication or lack of communication between teams or within departments leads to confusion, mistakes, and inefficiencies.

• Siloed departments: departments operate in isolation, with little collaboration or cross-functional teamwork. This can create a fragmented organization where goals are misaligned, and overall productivity suffers.

• High employee turnover: a steady stream of employees leaving the organization can signal underlying issues with job satisfaction, management, or company culture.  

Poor performance often results in inefficiencies, increased costs, and missed opportunities, ultimately hindering the organization’s ability to compete, grow, and achieve its objectives.  

Identifying these signs early allows organizations to take proactive steps in addressing the root causes of poor performance, improving productivity, and fostering a healthier work environment.

Overcoming performance challenges and siloed departments with Kudos

Low performance and department silos are two common challenges that can hinder an organization’s success. Employees can feel disconnected from one another, leading to misaligned goals and a lack of collaboration.  

An employee recognition platform, like Kudos, promotes collaboration by recognizing and celebrating not just individual achievements but also the collective efforts of teams. It signals to the entire organization that collaboration is valued, and it encourages more of it.

“What gets recognized, gets repeated.”

Recognition is a powerful tool that shapes behavior and drives performance. When employees feel seen and appreciated for their efforts—whether it’s outstanding customer service, upholding safety practices, or going the extra mile in teamwork—they’re more likely to repeat those behaviors.  

This idea is captured perfectly by the phrase: “What gets recognized gets repeated.” By actively acknowledging the behaviors that align with your company’s goals, you’re building a culture where those actions become the norm.

People Analytics: visibility into collaboration and relationships

Beyond just recognizing great work, powerful people analytics that offer visibility into collaboration and relationships between individuals and teams.  

Imagine having a clear view of who’s consistently driving cross-departmental efforts, which teams are supporting each other, and where recognition is making the most impact. Kudos Analytics empowers leaders with data-driven insights that help them make informed decisions about where to focus their efforts to enhance performance and collaboration.

This visibility not only highlights the strong points but also reveals opportunities for improvement, helping organizations proactively address areas where  collaboration may be lacking via recognition trends.

Building the culture you want

Recognition is more than a momentary pat on the back—it’s a strategic lever that shapes your company culture. By recognizing the behaviors you want to see, you can build an organization that operates the way you need it to. It’s about creating an environment where employees feel motivated to contribute their best, work together, and continuously strive for excellence.

Whether it’s celebrating a team’s outstanding customer service, acknowledging safe work practices, or spotlighting exceptional teamwork, employee recognition ensures that efforts are aligned with your organizational goals. And as a result, you’re not just recognizing great work—you’re reinforcing the very actions that drive success.

Leading by example is critical

Managers and leaders play a crucial role in driving recognition in the workplace. When recognition starts from the top-down, it sets the tone for a culture where appreciation is valued and practiced at every level.  

A Gallup survey asked employees who gave them their most meaningful recognition and 28% said their manager, followed by 24% by a high-level leader or CEO.

Leaders who actively contribute to recognition initiatives not only model the behavior they want to see but also inspire their teams to follow suit. For a recognition program to be truly effective, all leadership needs to be on board, consistently reinforcing the importance of acknowledging and celebrating achievements.  

When leaders prioritize recognition, they create a ripple effect that boosts morale, strengthens team cohesion, and drives overall performance across the organization.

Kudos case study: how WilsonHCG drives exceptional workplace performance

As a people-first, forward-thinking organization, WilsonHCG has always known that band-aid retention strategies, like focusing solely on compensation, are not sustainable.

Recognition at WilsonHCG flows freely across geographies and levels of the organization, thanks to the Kudos platform. Every recognition message on Kudos is tied to the same core values, creating exceptional alignment that drives performance.

“What sets Kudos apart from the competition, and why we’ve continued to use it as we’ve scaled over the years is the peer-to-peer component.” - Marisol Hughes , EVP & General Counsel at WilsonHCG

WilsonHCG continues to expand its operations globally by providing an exceptional experience for employees and outstanding results for clients.

Read the full case study.  

Employee recognition: the key to better performance

The challenges of low performance and siloed departments don’t have to be roadblocks to success. Recognition helps employees see that their company values them and their contributions to the success of the company – especially in times of growth or change.  

Through recognition, employees build a sense of security in their value to the company, motivating them to continue great work. By shining a light on the behaviors that matter, you’re setting the stage for a more connected, engaged, and successful organization.