Healthcare workers dedicate their lives to caring for others, often to the detriment of their own wellbeing. Staffing shortages, emotional fatigue, and rising costs have left many professionals feeling drained and undervalued, leading to burnout, turnover, and a workforce struggling to keep pace with growing demands.

In a recent Awardco webinar, Christi Gilhoi, a member of Awardco’s Center of Excellence, sat down with Laura Dalferes, Senior Director of Benefits and Employee Health at Franciscan Missionaries of Our Lady Health System (FMOL Health), to discuss how recognition can transform the employee experience and restore energy to health care teams.

(Watch the full webinar here)

The unique challenge of recognition in health care

Unlike other industries, recognition in health care often takes a back seat to urgent clinical demands. With lives on the line, caregivers rarely have time to pause and acknowledge one another. This lack of recognition only compounds the stress, creating a vicious cycle:

• Workforce shortages: After COVID-19, many clinicians left the field, increasing pressure on those who remain.
• Burnout: Emotional fatigue is common when team members are constantly giving but rarely receiving appreciation.
• Budget constraints: Limited resources can make leaders hesitant to invest in recognition programs.

Despite these challenges, FMOL Health saw recognition as essential to combating burnout and reinforcing its mission. Laura shared, 

“We believe our team members are the hearts and hands of our ministry. Recognition needs to be set up the right way to be meaningful and impactful.”

Building a recognition program that works

FMOL Health launched a structured program through Awardco in 2024 that included service awards, peer-to-peer recognition, and manager-led programs. Careful budgeting was key—points were allocated based on the number of direct reports, ensuring fairness and scalability across departments.

But structure wasn’t the only focus. To reach diverse employee populations, FMOL Health introduced creative solutions:

• Praise cards: For contingent staff who didn’t have platform access, leaders could give physical recognition cards tied to core organizational values.
• Tailored integrations: Adjustments ensured employees’ tenure was recognized accurately, avoiding deflating missteps or forgotten milestones.
• Core value alignment: Every recognition is tagged to one of four guiding principles—be the love, be the guide, be the catalyst, be the bridge—bringing the mission to life in daily practice.

These efforts allowed every employee, from PRNs to executives, to feel included in the recognition culture.

Driving adoption through leadership and communication

Launching the program wasn’t a solo effort. FMOL Health engaged multiple stakeholders, including:

• Executive sponsorship: Having a VP of Total Rewards champion the program ensured leadership buy-in and aligned recognition with strategic initiatives.
• Robust communication: The Marcom team built a multi-channel plan with intranet posts, videos, webinars, and ongoing reminders to keep recognition top of mind.
• Leadership development: Through a partnership with Gallup, new managers are trained on the importance of recognition and given tools to make it part of their leadership journey.

Laura emphasized the importance of ongoing nudges: “We don’t let leaders forget about it. We keep putting it in front of them and remind them why it matters.”

A cultural shift and renewed energy

A year into the program, and recognition is no longer an afterthought—it’s shaping the culture:

• Higher engagement: Survey participation has climbed into the high 80s, a clear sign of growing involvement.
• Visible energy: Meetings and hallways feel different, with more positivity and gratitude. “There’s a renewed energy,” Laura explained. “It’s hard to put in words, but you feel it everywhere.”
• Manager empowerment: Leaders who once felt limited in how they could recognize now have meaningful tools to show appreciation.

And perhaps most importantly, recognition has become a powerful antidote to burnout. Employees who once felt unseen now feel valued, supported, and connected.

Lessons for other health care organizations

FMOL Health’s journey offers practical takeaways for any organization facing similar challenges:

• Start small, scale smart: Introduce programs in phases to ensure successful adoption and meaningful impact.
• Align with values: Tie recognition directly to organizational mission and behaviors to build culture, not just morale.
• Leverage communication: Recognition must be visible, consistent, and celebrated to truly take hold.
• Get leadership buy-in: Having company leaders on your side makes spreading and exemplifying recognition that much easier.
• Listen to employees: Use surveys and feedback loops to guide strategy and prove ROI to leadership.

What’s next for FMOL Health

The organization is already planning its next steps, including adopting Awardco 2.0, expanding department incentives, and enabling external recognition so patients can acknowledge caregivers directly. These innovations will further strengthen connections across the health system and amplify the impact of recognition.

As Laura reflected: “We want our team members to know with 100% certainty their value and how much we appreciate their contributions. Recognition brings our mission to life every day.”

Restore heart to healthcare

Healthcare will always come with challenges. But recognition creates resilience, combats burnout, and reminds employees why their work matters. FMOL Health’s story proves that when recognition is done with intention, it doesn’t just lift individuals—it transforms culture.

‍Watch the full webinar to learn more about FMOL Health’s journey, and reach out today to see how Awardco can help transform your culture.