Recognition That Resonates: Listening Your Way To A Thriving Workplace

Why asking, personalizing, and prioritizing wellness are the new rules of employee engagement

The workplace is ever evolving, and more than ever, employees are finding their voice when it comes to how they want to be recognized and rewarded. What’s not new is that employees want to feel seen, valued, and appreciated. Recognition is a crucial driver of engagement, motivation, and retention—but achieving that in a meaningful way is easier said than done.

Start with the Simplest Step: Just Ask

In my experience, the best first step is a no-brainer: just ask! At least once or twice a year, I survey employees about their preferences when it comes to recognition, rewards, and employee events. That action alone helps employees feel heard, and that matters.

In TTI’s most recent surveys, employees told us that spending time together in person was highly valued. In response, we’ve prioritized creating those opportunities through potlucks, off-site gatherings, volunteer events, and lunch-and-learns.

Align Recognition with What Matters

The survey told us even more. Employees ranked wellness activities as their number-one preferred type of event. This includes fitness challenges, wellness speakers, and other health-focused initiatives. Professional development came in at number three, reinforcing that investing in the whole employee—their health, wellbeing, and growth—goes a long way in strengthening culture.

Tools like Wellhub put resources directly in employees’ hands, from fitness and meditation to financial planning and mental health support.

Of course, recognition isn’t one-size-fits-all. Some employees thrive on frequent praise and public acknowledgment, while others may find that kind of attention uncomfortable. The best way to navigate this? Again—just ask. During onboarding and one-on-one meetings, managers should engage in conversations about employees’ preferred communication and recognition styles. At our organization, we use DISC and 12 Driving Forces(R) assessments to guide these conversations and build understanding right from the start.

Empower Peer-to-Peer Recognition

Recognition doesn’t have to come only from the top down. Peer-to-peer recognition is a powerful way to create a culture of appreciation and trust. At our organization, we’ve implemented a simple submission form that allows employees to nominate their colleagues, highlighting actions tied to one of our three core values. The executive team reviews nominations monthly and selects an employee of the month, giving peers a voice in who gets celebrated.

Let Employees Choose Their Reward

One-size-fits-all rewards or just gift cards can feel impersonal. Today, there are many platforms that allow employees to choose their own gifts, perfect for birthdays, anniversaries, or big life milestones like buying your first house or welcoming a child. At our organization, we also love using these platforms to reward wellness challenge winners. They’re simple to manage: preload a balance, issue a reward, and let employees enjoy the fun of choosing something meaningful to them. We use ongoody.com, and the feedback from employees has been very positive.

Personalized rewards boost engagement, but flexible benefits empower employees to choose what truly supports their lifestyle and goals.

Flexible Benefits for a Flexible Workforce

Employee needs change over time, and so should their benefits. Platforms like Bennie offer a marketplace of benefit options that allow employees to choose the add-ons that work best for them, whether it’s supplemental insurance, pet coverage, or student loan assistance. Offering flexible benefits can boost satisfaction and potentially lower costs by targeting actual needs. These benefits—like multiple medical plans, HSAs, FSAs, and Dependent Care accounts—can support employees through various life stages and help manage organizational costs.

Let’s not forget about the ultimate flexibility benefit: work-from-home or flexible work arrangements. When the type of work allows, having the flexibility to work from home, even on a hybrid schedule, can be a huge differentiator for employers. Work-from-home has so many benefits that employees value, from caregiving to building in time to exercise and limiting distractions. It’s likely to increase not just productivity but also engagement and reduce turnover.  

Prioritize Wellness as a Business Strategy

Investing in employee wellness isn’t just a perk—it’s a game changer. Research has shown that companies with wellness programs can experience fewer sick days and a reduction in health costs. It is also crucial that employees understand what’s available to them, where to find it (preferably in one place), and that managers are informed advocates for the programs.

Having wellness champions across the organization—people who actively use and promote these resources–is super valuable. Allow employees to share their favorite tools or stories, creating a culture where wellness is part of the conversation, not an afterthought.

Don’t Just Offer—Make Time for It

All the best programs in the world won’t matter if employees don’t have the time to use them. It’s important that companies intentionally build space during the workday to educate employees about what’s available. Whether it’s a wellness lunch-and-learn, a midweek breath-work session, or a financial literacy talk, investing time shows you truly value your team.

Ensure employees have appropriate time off to care for themselves and their loved ones. At our organization, employees are encouraged to take a paid half day every month to take care of personal matters. They also receive an additional personal day each quarter on top of paid sick days and paid vacation days. This ensures that employees have sick time when they need it and can take planned vacation days to recharge.

When it comes to recognizing and rewarding employees, there’s no substitute for truly listening. Ask questions. Take action. Don’t be afraid to try something new, and if it doesn’t work, try something else. And above all, show that you care about the person, not just the position. That’s how you build a culture where people thrive—and want to stay.

Jennifer Marin Lopez, SHRM-SCP, is Director of Human Resources and Culture at TTI Success Insights. As an HR leader with over 20 years of experience in employee engagement, total rewards, and inclusive workplace strategies, Jennifer is certified in DISC, TriMetrixHD, and EQ. She is passionate about mentoring future HR professionals and volunteers with SHRM of Greater Phoenix, where she serves as the West Valley Chair.