Clients frequently ask us about the relationship between recognition and performance, often measured as a subjective rating. We’ve done several studies using client data that show a positive correlation – the frequency and total value of recognition both relate positively to higher performance ratings. Still, the question of causality arises:
Does recognition help drive better performance, or do higher performers simply receive more recognition?
To answer this question, we collaborated with a technology organisation based in Ireland with about 2,500 employees globally. Within this organization’s peer-to-peer recognition programme, employees can both give and receive for behaviours that demonstrate a core value, reflect a key strategic initiative or focus on customers. This organization also runs performance reviews on a quarterly cycle, with high performers defined as in the top two of a six-point scale.
We analysed this customer’s data over a 12-month span, giving us a rare longitudinal view into the relationship between recognition and performance. Here are the specific questions we sought to answer:
Here's what we found.
Here are 4 ways to build a sustainable and far-reaching culture of connection at work.
This e-book highlights the power wellbeing can have on the emotional and professional lives of employees. Discover 5 ways to amplify wellbeing with recognition today.
Learn how to take your DEI strategy to the next level with these 5 ideas.
Check out the insights to help you make the business case for a strategic investment in recognition.
Security & Privacy
News & Press