Ask an HR Pro: How Can I Recognize Employees in a Meaningful Way?

In our latest Talent Retention Report, 53.4% of employees surveyed said an employer would be more likely to retain them if they supported their career growth through meaningful recognition.

But what makes recognition meaningful, and how can you recognize employees in a way that will have true impact? (Hint: It’s probably not a plaque.)

We asked Vickie Krolak, SPHR, SHRM-CP, Senior HR Business Partner at iHire, for her thoughts on this topic.

How Do You Like to Be Recognized?

“The most important thing to know about recognizing your employees is that not everyone wants to be recognized in the same fashion,” Krolak began. “There’s no one-size-fits-all way to show appreciation, and choosing a tactic that is not authentic or not in line with how people want to be recognized could backfire. For example, one team member might enjoy getting kudos during a companywide meeting, while another would prefer a private ‘thank you’ via email or chat.”

On that note, according to our recent report – Inside the Multi-Generational Workforce: Recruiting, Retaining, Managing & Motivating Talent of All Ages in 2025 – every generation in the workforce right now prefers private recognition over public recognition.

“Ask your employees how they like to be recognized and respect their preferences,” added Krolak. “You could ask this during onboarding, in your next one-on-one conversation, or through a survey.”

Ensure your appreciation is meaningful by delivering it the way your employee prefers.

Employee Recognition Ideas

Next, come up with a list of meaningful employee recognition ideas that are feasible from a policy and budget perspective.

“Aside from positive feedback, kudos, and genuine appreciation, which are all free, other possibilities include bonuses, extra days off or flex time, company-sponsored lunch, gift cards, and company swag,” Krolak suggested. “What you’re recognizing the employee for can help you determine the most appropriate option as well. Promotions and raises are forms of recognition, too, especially when they reflect meaningful growth and achievement.”

Our survey of the multi-generational workforce revealed the following data for multiple employee recognition ideas, though as mentioned above, it’s important to ask each person what their specific preferences are (no matter their age):

Besides a pay raise or bonus, how do you prefer employers to recognize you for good work? (Select up to three choices.)

	Baby Boomers	Gen X	Millennials	Gen Z
Career advancement opportunities (e.g., promotions, leadership roles)	23.7%	34.0%	38.3%	38.5%
Private recognition (e.g., one-on-one praise from a manager)	36.1%	34.7%	35.4%	34.1%
Opportunities for professional development (e.g., training, certifications)	19.5%	24.0%	33.7%	28.8%
Public recognition (e.g., company-wide announcement, social media shoutout)	9.0%	19.1%	23.2%	27.8%
Additional time off (e.g., extra PTO, flexible scheduling)	33.7%	26.7%	24.0%	24.7%
Tangible rewards (e.g., gift cards, company swag, event tickets)	36.6%	26.7%	22.5%	16.7%
Team celebrations (e.g., lunches, outings, recognition events)	12.4%	13.0%	11.9%	15.5%
Peer recognition (e.g., awards or shoutouts from colleagues)	9.5%	7.8%	8.7%	12.1%
Personalized thank you notes or appreciation messages	16.3%	8.1%	8.7%	11.9%
Other	2.4%	1.0%	1.0%	1.0%
None of these	10.5%	10.8%	8.5%	6.3%

“Regardless of the way you recognize your employees, make it specific, timely, and personal, otherwise it will lack impact,” Krolak continued. “If your team member wants to be recognized with a new role, ensure it aligns with their unique career path and aspirations. If they enjoy tangible rewards, give gift cards to their favorite restaurant or store.”

It’s also important that you train your managers to provide specific and timely recognition when giving one-on-one praise.

“When an employee goes above and beyond, their manager should recognize them as soon as possible and avoid being vague,” said Krolak. “For example, instead of ‘Great job leading that meeting,’ you would say, ‘Great job leading our quarterly sales meeting today. You covered every topic clearly and concisely, answered each question with confidence and respect, and kept everyone on track. It was clear you prepared ahead of time and were invested in the outcome of the meeting, and I really appreciate your efforts.’”

Details matter, and demonstrate just how valuable the employee is to your organization.

Why Meaningful Employee Recognition Is Important

Employee appreciation does much more than just make your team members feel warm and fuzzy inside.

“Meaningful employee recognition positively impacts your team members’ well-being at work, productivity and performance, job satisfaction, and desire to stay with your company,” Krolak said. “When you put in the effort to recognize people in ways that resonate with them, you foster a culture of trust, motivation, and connection. And when you’re specific about how an employee personally made a difference at your organization, they’re going to feel more engaged.”

Knowing that employee appreciation is important is a great first step, but in order for it to be meaningful, it has to be personalized to the employee. Make the effort to ensure that your recognition is impactful, and you’ll see positive outcomes throughout your organization.

Explore our Resource Center for more employee engagement and retention advice, and if you’re interested in personalized guidance on how to implement employee recognition strategies at your company, schedule a free consultation with Krolak and our Outsourced HR Services team.