11 Types of Employee Recognition (and How to Use Them at Work)

When people feel seen, they do their best work. That’s what makes recognition such a powerful tool — not just for engagement, but for building a culture where people want to stay and grow.

The challenge? Employee recognition doesn’t happen by accident, especially in a hybrid world. Without those casual in-office moments, it takes real intention to make appreciation part of the everyday.

But it’s worth it. Recognition fuels motivation, loyalty, and better performance — and yet, most companies still don’t have a system in place. According to Gallup research, only about a third of employees report that their organization has a recognition system in place.

Here’s the good news: building a recognition-rich culture is easier than you might think—and the impact can be felt company-wide. These 11 types of recognition are simple, flexible, and designed to help your people feel valued — no matter where they work.

What is Employee Recognition?

Employee recognition is how organizations show appreciation for their people’s contributions — big or small. Whether it’s celebrating a standout project, consistent growth, or day-to-day effort, recognition helps employees feel seen, valued, and motivated. Done well, it’s more than a thank-you. It’s a message: your work matters here, and your presence makes a difference.

Why Employee Recognition Matters

Recognition isn’t just a feel-good gesture — it’s a powerful way to shape a thriving workplace and drive real business results. When employees feel appreciated, everything from culture to performance gets a boost.

Attracting top talent
Your culture speaks volumes — and job seekers are listening. In a world where company reviews and social proof are everywhere, recognition helps build a standout employer brand. When appreciation is baked into your culture, it shows. And it draws in people who want to be part of something meaningful.

Retaining great people
Turnover is costly — and often avoidable. A lack of recognition is one of the top reasons people leave their jobs, with 79% citing it as a key factor. Consistent, genuine recognition helps people feel valued and motivated to stay, saving your company time, money, and energy in the long run.

Building a stronger culture
Culture isn’t something you set and forget — it’s shaped by everyday actions. How you acknowledge effort and celebrate wins plays a big role in how people feel at work. Recognition reinforces a culture of appreciation, connection, and respect — and that’s the kind of environment where people do their best work.

11 Types of Employee Recognition

Now, let’s explore the different types of recognition—and how you can bring them to life in your organization to boost engagement and impact.

Public Recognition

What it is: 
Public recognition happens when you call out someone’s work in front of a group — like during a team meeting, on Slack, or in a company-wide email. It sets the tone for what’s celebrated in your culture and gives others a chance to join in.

Examples:

• Shout out a team member during an all-hands meeting
• Praise someone’s effort in a shared Slack channel
• Highlight achievements in an internal newsletter

How to put it into practice:
Carve out a few minutes in team meetings—whether it’s the kickoff or the wrap-up—for shoutouts. Encourage both leaders and teammates to speak up. The goal is to make recognition easy, consistent, and part of the everyday flow. 

Here’s a simple way to say it: "Shoutout to @Jamie for stepping up during launch week—your calm under pressure and creative thinking really pulled us through. Grateful to have you on the team!"

Private Recognition

What it is:
This is one-on-one, personal recognition — a direct thank-you that doesn’t need a spotlight. It’s a powerful way to show someone you noticed and appreciated their hard work on a personal level.

Examples:

• Send a handwritten thank-you note
• Share a short video or voice message
• Write a personalized email recognizing someone’s unique contribution

How to put it into practice:
Support managers in spotting everyday moments to recognize effort—whether it’s during a 1:1, after a big presentation, or at the close of a project. A thoughtful message, shared privately, can mean more than you think.

Try something like this: "Hey [Name], I wanted to take a moment to call out how you handled [specific situation]. Your [action, attitude, or approach] really stood out—and it made a big difference for the team."

Peer-to-Peer Recognition

What it is:
This is when employees recognize and appreciate each other. It creates a culture where everyone feels empowered to celebrate contributions — not just managers or execs.

Examples:

• A “kudos” channel on Slack
• Peer-nominated team awards
• Shoutouts during team retros or weekly check-ins

How to put it into practice:
Create a dedicated space—whether it’s a Slack channel, a shared doc, or a physical wall—for teammates to celebrate each other. Keep it simple and consistent with a nomination prompt like: "Know someone who went above and beyond this month? Tell us what they did, which company value they lived out, and how it made a difference."

Whether you use a platform or a team ritual, the key is making peer recognition easy, visible, and part of your everyday culture.

Monetary Recognition

What it is:
This includes any type of financial reward tied to performance or contribution. It’s one of the most direct ways to show appreciation, especially for high-impact work.

Examples:

• Performance bonuses
• Gift cards for extra effort
• Cash rewards for hitting key metrics

How to put it into practice:
Establish clear criteria for rewards and communicate them openly. Even small amounts can go a long way when tied to meaningful recognition.

Non-Monetary Recognition

What it is:
Recognition that doesn’t involve money but still makes a big impact. It often focuses on time,flexibility, or experiences that feel personal and thoughtful.

Examples:

• An extra day off or hour of PTO
• A flexible workday or schedule
• Lunch with a senior leader or mentor

How to put it into practice:
Poll your team to learn what matters most to them. Then build non-monetary perks into your recognition program — especially for moments where a simple thank-you isn’t quite enough.

Milestone Recognition

What it is:
Celebrating key moments in an employee’s journey — work anniversaries, birthdays, project completions, and more. These touchpoints show people you’re paying attention.

Examples:

• Celebrate a work anniversary with a team toast
• Send a birthday message or small gift
• Recognize completion of a major initiative like a big campaign launch or a new product feature 

How to put it into practice:
Use your HR tools or calendar to track milestones automatically. Then personalize the moment — a handwritten card or custom gift can make it memorable.

Achievement-Based Recognition

What it is:
Recognition that directly ties to results. It reinforces performance, goal-setting, and the impact people are having on your organization’s success.

Examples:

• A shoutout for beating quarterly goals
• A reward for finishing a high-priority project
• Recognition for solving a tough customer challenge

How to put it into practice:
Set goals that are visible and measurable. When someone hits (or exceeds) them, make sure their effort is acknowledged in a timely and meaningful way.

Values-Based Recognition

What it is:
Highlighting behaviors and contributions that reflect your company’s values — like collaboration, innovation, empathy, or ownership.

Examples:

• A monthly “living our values” award
• Team nominations for actions that model core values
• Sharing a story in a newsletter that ties a win back to values

How to put it into practice:
Bring your values off the wall and into the everyday by turning them into recognition criteria. Invite peer nominations and share real stories that show what those values look like in action.

Here’s one way to frame it: "Nominees for the ‘Lead with Empathy’ award are the ones who really listen, show care in tough moments, and help create a space where everyone feels safe and supported."

Leadership Recognition

What it is:
Recognition that comes directly from leadership — like execs or founders. When a message of appreciation comes from the top, it signals that great work is seen and valued at every level.

Examples:

• A personal thank-you email from the CEO
• Mention in a town hall or company-wide memo
• A lunch invite or check-in with an exec

How to put it into practice:
Encourage leaders to share recognition regularly, especially for cross-functional impact or standout efforts. A small gesture from leadership can carry big weight.

Social Recognition

What it is:
Public recognition shared outside the company — such as on LinkedIn, your careers page, or even your blog. It amplifies appreciation and strengthens your employer brand.

Examples:

• Spotlight a team member in a LinkedIn post
• Share a behind-the-scenes win on Instagram
• Feature an employee profile in your blog or newsletter

How to put it into practice:
Partner with your comms or employer branding team to regularly highlight employee stories. Make sure to get consent, and tag employees when appropriate.

Structured Recognition

What it is:
A formal, repeatable system that ensures recognition happens consistently — and that it’s fair, visible, and embedded in your culture.

Examples:

• A monthly MVP program
• Points-based recognition platforms
• Quarterly nomination-based awards

How to put it into practice:
Choose or build a system that fits your company’s size, culture, and goals. Make it easy to use, train managers to lead by example, and track participation so it stays top of mind.

Who Gives Employee Recognition?

Recognition doesn’t have to come from the top to make an impact — it can (and should) flow in every direction. While manager feedback carries weight, employees thrive when appreciation comes from multiple sources. While about 40% of employees consider manager recognition the most impactful, employees get real value from receiving recognition from several directions regularly.

Here are the key players in a strong recognition culture:

Top-Down Recognition

Top-down recognition is when the employee recognition comes from whoever is at a higher level than the individual employee. Recognition from the top level of your company can help motivate employees. After all, it feels pretty good to get a shoutout from the people who you’re working for. There are two main types of top-down recognition: manager-to-employee recognition and company-to-employee recognition.  

Manager-to-Employee:

Manager-to-employee recognition is when an employee’s individual manager gives them some form of recognition. Many employees listed their manager’s feedback as the recognition that stuck with them most. In addition, feedback from a manager can promote an employee’s desire to do their work well.  

Manager-to-employee recognition doesn’t have to come directly from your manager, though, to be effective. Any manager can give feedback across departments to boost those they work alongside. For example, a finance manager who gets some numbers on how much a design might cost from an employee in the design department can definitely recognize that employee for their work. 

Company-to-Employee:

There’s also company-to-employee recognition that can come from the top. That might mean an official Employee of the Month award or shoutouts shared with the entire company. Acknowledging work anniversaries is also a form of company-to-employee recognition. The great news for employees is that this type of recognition, such as Salesperson of the Year acknowledgement, can often be added to resumes since they’re a pretty big deal. 

Peer-to-Peer Recognition

Recognition from teammates matters — sometimes even more than from managers. It strengthens relationships, boosts morale, and builds a more connected culture.

Everyday gestures count: A Slack shoutout, a thank-you in a meeting, or a quick “great job” after a tough sprint.

Make it intentional: Formal peer-to-peer programs make it easy to share appreciation and give leaders insight into what’s driving culture on the ground.

Peer-to-Peer or Social Recognition 

Employee recognition doesn’t have to come from someone in a formal leadership position. In fact, it can come from the people an employee works with day-to-day. Typically, an employee’s peers are the people on the same organizational level as them or in the same department. Social recognition can help boost how someone works with others. 

Often, peer-to-peer recognition happens informally. It might just be a teammate thanking an employee for their work as they walk out of the office, or a shoutout at the beginning of a team meeting. Companies can, however, invest in this kind of social recognition. Formal programs can be a way to get peer-to-peer recognition to the forefront of people’s minds. Your company can also glean great insights from formalized social recognition programs. For example, you can learn how well your employees get along, and what employees think contributes to the organization’s culture. 

Best Practices for Meaningful Recognition

There’s no one-size-fits-all approach to recognition — and that’s a good thing. What matters most is that it’s thoughtful, authentic, and consistent. These simple best practices can help you build momentum and make recognition part of your culture.

• Make it personal: Recognition should feel like it was meant for them — not copy-pasted from a template. Skip the generic gift card and think about what really lights them up. The more personal the gesture, the more it lands.
• Be specific and sincere: “You crushed that launch by staying calm under pressure and pulling the team together” hits harder than “Great job!” Clear, specific praise shows you’re paying attention — and makes the moment memorable.
• Celebrate the moments that matter: Work anniversaries, birthdays, big wins, and team milestones are all chances to recognize your people. Build recognition into these moments so no one feels overlooked.
• Invite everyone in: Recognition shouldn’t just come from the top. Let employees nominate peers, share shoutouts, and contribute to the culture. The more voices involved, the more powerful your program becomes.
• Measure what matters: Recognition isn’t just about good vibes — it drives real outcomes. Track engagement scores, retention rates, and participation in your programs to understand what’s working. You can also gather feedback directly from employees: Do they feel seen? Motivated? Celebrated? Use what you learn to evolve and improve.

Recognition Feels Stronger with Wellbeing Support

Recognition fuels culture, but it only works when people feel seen and supported. Without that foundation, even the best “thank you” can fall flat.

Pairing recognition with a wellbeing program helps employees feel genuinely valued. It shows that you care not just about what they do, but how they feel while doing it. Wellhub research found that100% of HR leaders believe wellness programs are key to employee satisfaction. When employees feel better, they show up stronger—and stay longer.

Speak with a Wellhub Wellbeing Specialist to create a program that helps your people feel appreciated in every part of their workday.

References:

• Achievers. (2021, December 17). 4 Types of Recognition for Employees. Retrieved January 9, 2024 from https://www.achievers.com/blog/4-types-of-recognition-for-employees/.
• Bloznalis, S. (2022, December 16). 18 Employee Recognition Statistics You Need to Know. Retrieved January 9, 2024 from https://www.workhuman.com/blog/employee-recognition-statistics/.
• Cross, A. (2023, October 13). Types of Employee Recognition: The Who, What, When, Where and Why. Nectar. Retrieved January 9, 2024 from https://nectarhr.com/blog/types-of-employee-recognition.
• Cross, A. (2023, October 13). 10 Employee Recognition Statistics You Need To Know In 2023. Nectar. Retrieved January 9, 2024from https://nectarhr.com/blog/employee-recognition-statistics.  
• Indeed. (2022, December 9). 8 Types of Employee Recognition (And Why It's Important). Retrieved January 9, 2024 from https://www.indeed.com/career-advice/career-development/types-of-employee-recognition.
• OC Tanner Learning Group. (n.d.). Performance: Accelerated. Retrieved January 9, 2024 from (https://f.hubspotusercontent10.net/hubfs/8011865/MLS_Group_July2020/PDF/White_Paper_Performance_Accelerated.pdf.