Constant recognition increases employee engagement, strengthens job satisfaction, and creates a culture of appreciation. All these factors reduce turnover and increase employee performance. Employees who feel seen and appreciated have a greater sense of belonging and stay longer at the company. Additionally, when recognition is connected to individual performance, the impact on talent retention is even greater.

Research shows that recognized employees have eNPS scores 25% higher than unrecognized employees, and show results up to 50% higher for the statement 'I ❤️ My Company'.

Best practices include recognizing frequently, transparently, and aligned with company values. Recognition should have relevance on the leadership and senior management agenda. Recognition must become part of the organization's culture. It is important to acknowledge both big and small efforts. To do this, use different formats: peer-to-peer praise, goal celebrations, performance awards, and real-time recognition. Ensure leaders actively participate and that the process is accessible and visible to everyone, or as many employees as possible. It is also very important to allow rewards personalized to each person's needs; finally, create a continuous cycle of improvement and periodic renewal.

The most common types of recognition are:
- Service anniversary recognition
- Recognition related to values and behaviors
- Symbolic and non-monetary recognition and monetary recognition
- Recognition and incentives for achieving goals and objectives
- Recognition for activities, gamification, and engagement
- Recognition for campaigns and extraordinary attitudes
- Recognition for brand commitment, strengthening Employer Branding.

Research shows that the main objectives are increasing engagement, creating a recognition culture, and reducing turnover. Next come the objectives of providing clarity and transparency in recognition, improving cross-departmental communication, increasing team performance, and employer branding.

In the programs we manage, the main behaviors are related to teamwork, performance and excellence, and customer focus. Beyond these values, Innovation, Respect, Leadership, and Culture follow. To a lesser degree, we see programs that encourage Health and Safety, Inclusion and Diversity, and Transparency.

The number of recognitions varies considerably depending on the industry, culture, and recognition model. But our studies show that in more developed organizations, a good goal is to reach between 6 and 12 recognitions per employee, considering both non-monetary and monetary recognitions. For organizations in early stages of developing a recognition culture, aim for a minimum of 2 to 3 recognitions per employee per year.

To genuinely engage employees, prizes and incentives must be relevant, personalized, and aligned with team preferences. Combine material rewards (gift cards, products, experiences) with public praise and social recognition. Platforms like the GOintegro App allow professional recognition to be transformed into points that employees can redeem for prizes, which greatly increases engagement.

To create an effective recognition program, start by defining the values, behaviors, and results you want to incentivize. Then establish clear evaluation criteria, choose recognition formats (public praise, awards, points, badges), and ensure the process is transparent and accessible to everyone. It is also essential to integrate professional recognition with performance, connecting real achievements to company objectives. Finally, choose a platform like GOintegro that facilitates communication and recording of celebrations.

Among the best ideas are: gift cards, service subscriptions, online courses, tech products, experience vouchers, days off, wellness kits, and team-customized awards. The ideal is to offer variety, allowing each employee to choose what best fits their lifestyle. Platforms with a digital catalog facilitate this personalization.