Amplify Your Impact: Crafting a Bold Recognition Vision

Recognition is a powerful tool for driving engagement, retention, and productivity. Yet, many organizations struggle to create a recognition program that truly aligns with their culture and business objectives. In this session from RCGNZ 2024, two industry experts explored how companies can move beyond basic rewards to build a meaningful recognition strategy—starting with a recognition manifesto.

Session speakers:

• Christi Golhoi from Cisco
• Laura Shanley from DocuSign

Why a Recognition Manifesto Matters

A recognition manifesto is a public declaration of an organization’s commitment to fostering a culture of appreciation. It serves as a guiding philosophy and anchors your recognition strategy in purpose and intention. A strong manifesto can:

• Align recognition with company values. Ensuring that recognition reinforces behaviors that drive business success.
• Create consistency across teams. Providing a clear framework that leaders and employees can rally behind.
• Offer clarity and inspiration. Helping employees understand why recognition matters and how they can participate.

Building a Recognition Strategy That Works

A strong recognition program requires a well-defined strategy. Organizations can start by answering key questions:

• Who should be recognized? Recognition should be inclusive, reaching employees at all levels and roles.
• How should recognition be given? Consider a mix of formal awards, informal shout-outs, and digital platforms.
• When should recognition occur? Frequent, real-time recognition is more effective than occasional rewards.
• What behaviors should be reinforced? Align recognition with company goals and cultural values.

Recognition Challenges to Be Aware Of

While recognition programs can have a significant impact, many organizations face roadblocks when implementing them. Being aware of these common challenges, and planning how to overcome them as part of your recognition strategy, can make overcoming them much easier:

• Budget constraints. Leaders may be hesitant to allocate funds for recognition, not realizing the ROI it can generate.
• Leadership skepticism. Some executives see recognition as a “nice-to-have” rather than a business imperative.
• Lack of education. Employees and managers may not know how to effectively give or receive recognition.
• Cultural differences. Recognition preferences vary across global teams, requiring a nuanced approach.
• Technology adoption. Employees in frontline roles or non-desk jobs may struggle to access digital platforms.

Organizations that successfully navigate these challenges do so by integrating recognition into everyday business practices and securing leadership buy-in with data-driven insights.

Bringing It All Together: Drafting Your Manifesto

A well-crafted recognition manifesto captures the essence of an organization’s commitment to appreciation. It should be aspirational yet practical, aligning recognition with business objectives and cultural values. Here’s an example of what a recognition manifesto might look like:

We believe in the power of recognition to create a better workplace. Whether celebrating a project completion or milestones along the way, authentic recognition fosters meaningful human connection. Recognition is not just for high achievers—everyone needs to feel valued. Our recognition program is built to be inclusive, scalable, and aligned with our core values, ensuring that every employee feels seen and appreciated.

By defining a clear vision and embedding recognition into daily workflows, organizations can transform their culture and drive meaningful engagement.

Take the Next Step

Recognition isn’t just an HR initiative—it’s a business strategy. Creating a recognition manifesto is the first step in building a culture where employees feel valued, engaged, and motivated to contribute their best work.

Hear more specifics from this breakout session, or watch other sessions, here.