Employee recognition is more than just a perk—it’s a powerful tool for engagement, retention, and culture-building. At our recent RCGNZ Summit, HR leaders held a breakout session to discuss their recognition efforts: the challenges they faced, the tools they used, and the solutions they found to work. These HR leaders include:

• Amy Butler, VP of People Operations at Awardco
• Edward Amey, CEO of Jane Nolan Community Services
• Andrew Taylor, Talent & Development Manager at FanDuel
• Jamie Joyner, Employee Experience Partner with Imagine Learning
• David Kitch, HR Director for Lehi City

Read the recap below to learn all of the guidance and best practises shared by these leaders from various industries and org sizes.

‍

The Power of Choice in Recognition

Offering flexibility in how employees are recognised can significantly boost engagement. Many organisations are moving beyond traditional gift cards to a broader range of rewards, including experiences, charitable donations, and company-branded swag.

The benefits of a choice-driven approach:

• Increased employee satisfaction – Employees appreciate the ability to select rewards that are meaningful to them.
• Stronger brand engagement – Custom company swag allows employees to represent their organisation proudly.
• Greater participation – Employees are more likely to engage with recognition programmes when they have a say in how they are rewarded.

Overcoming Barriers to Recognition in Different Work Environments

For industries with deskless or remote workers, fostering a culture of recognition can be challenging. The panelists emphasised the importance of leveraging digital platforms to connect teams and ensure that recognition efforts reach every employee, regardless of location.

Key strategies for engaging remote and deskless employees:

• Utilise digital tools – Integration with communication platforms like Slack or Microsoft Teams can make recognition seamless.
• Encourage peer-to-peer recognition – Allowing employees to recognise each other fosters a stronger sense of connection and teamwork.
• Use recognition data for engagement efforts – Tracking recognition trends can highlight top contributors and reinforce positive behaviours.

Driving Adoption Through Leadership and Change Management

Implementing a recognition programme requires more than just a platform—it takes strategic change management and leadership buy-in. Leaders shared how they secured adoption by tying recognition to performance management and emphasizing its role in company culture.

Effective change management strategies:

• Executive sponsorship – When leaders actively participate in recognition efforts, employees follow suit.
• Training and communication – Educating employees and managers on the value of recognition ensures sustained engagement.
• Aligning with company values – Recognition should reinforce behaviours that align with organisational goals and culture.

Measuring the Impact of Recognition on Retention and Culture

HR teams are finding that recognition programmes contribute to improved retention and workplace satisfaction. Organisations that track engagement and analyse recognition trends see the direct impact on turnover rates and employee morale.

Ways to measure the success of recognition programmes:

• Utilisation rates – Monitoring participation levels can indicate overall engagement.
• Employee feedback – Surveys help capture qualitative insights on how recognition influences job satisfaction.
• Turnover trends – Comparing retention rates before and after implementing a recognition programme can reveal its effectiveness.

Sustainable Recognition: Balancing Budget and Impact

While recognition programmes are valuable, they must be financially sustainable. Structuring budgets wisely and ensuring that recognition remains meaningful without being excessive are key to the success of any recognition initiative.

Best practises for sustainable recognition programmes:

• Set clear guidelines for point distribution – Avoid over-inflation of rewards to maintain long-term viability.
• Educate managers on recognition value – Help leaders understand that thoughtful recognition is more impactful than just large point allocations.
• Ensure consistency – Regularly reinforcing the programme’s purpose prevents it from losing significance over time.

Creating a Culture of Appreciation

Ultimately, a strong recognition programme goes beyond transactions—it fosters a culture where employees feel valued, appreciated, and motivated. By making recognition a consistent and integral part of the workplace, organisations can enhance engagement, improve retention, and create a more connected workforce.

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