Building A Recognition Program Aligned With Company Values

Case Study: How To Promote The Desired Behavior Through Your Recognition Program

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Karlee Dragos
Organizational Psychology Consultant, Posted on Dec 04, 2024

Creating a culture of recognition is more than just giving praise—it's about making employees feel genuinely valued for their contributions in ways that align with the organization's core identity. When recognition is tied to meaningful actions and reflects the company’s values, it not only boosts morale but also reinforces the behaviors that drive the team forward. In this case, a client sought our help to design a program that would bring purpose and clarity to recognition efforts, ensuring they were intentional, inclusive, and impactful.

Challenge:

A client approached us seeking guidance on fostering a culture of recognition within her team. She wanted to encourage managers and employees to acknowledge each other’s contributions actively but struggled with how to connect recognition meaningfully to the company’s values. Without clear examples of what “living the values” looked like in daily actions, recognition felt sporadic and lacked focus.

Our Approach:

To make recognition more impactful, we partnered with the client to design a structured program that linked everyday actions to her company’s core values. We focused on developing specific, actionable examples to illustrate how each value could be demonstrated within the team, making it easier for employees to recognize value-based behaviours in one another. Key steps included:

  1. Defining Value-Based Actions: We worked closely with the client to define what each value meant in the context of daily work. For instance, if “collaboration” was a core value, we outlined examples like “actively contributing to team discussions” or “offering support to a teammate.”
  2. Creating Recognition Cards: To make the recognition process seamless, we developed a system of recognition cards that team members could give each other whenever they observed a colleague “living the values.” Each card was personalized to highlight the specific value demonstrated, turning recognition into a tangible, memorable gesture.
  3. Encouraging Peer-to-Peer and Managerial Recognition: We designed the program to allow anyone, from managers to peers, to give recognition cards. This inclusivity created a more dynamic and engaging recognition culture, where acknowledgment could come from any level and be appreciated universally.

Result:

Following the implementation of the recognition program, the client observed a noticeable boost in team morale and engagement. Employees began actively using the recognition cards, leading to more frequent and meaningful acknowledgment within the team. This initiative not only reinforced the company’s values but also helped create a more cohesive, positive culture where employees felt seen and appreciated for embodying what the organization stands for. The program provided a clear, values-aligned framework for recognition, enhancing overall team unity and commitment.

This case study demonstrates how aligning recognition with company values can transform a simple gesture into a powerful tool for strengthening workplace culture and employee morale.



Karlee Dragos is an Organizational Psychology Consultant who is passionate about optimizing employee engagement to allow organizations to reach their full potential. She has experience in research, data analysis, and training design. She uses her knowledge of psychological principles and research methods to improve the overall work environment through communication, process evaluation, and leadership development. Karlee holds a Bachelor of Arts degree in Psychology from the University of Victoria. She is currently completing a Master of Arts degree in Industrial-Organizational Psychology at Adler University, where her research focuses on the relationship between workplace ostracism and counterproductive work behaviour.