Even with the best intentions, a fragmented approach to employee recognition often fails to engage all employees across different departments, roles, and locations. Many organizations unintentionally focus their recognition efforts on a smaller percentage of employees, leaving out entire teams or departments. For example, corporate teams might receive regular recognition, while retail or frontline employees are overlooked. This uneven approach creates division and hinders the growth of a unified, inclusive culture.
To address this, organizations must adopt a company-wide employee recognition strategy, regardless of role, location, or department. This inclusive approach eliminates the potential for disparities and fosters a more connected, motivated team. Every employee should feel valued, not just a select group.
The downside of disjointed employee recognition programs
Disjointed employee recognition programs can do more harm than good, particularly in today’s increasingly hybrid and dispersed work environments.
When appreciation is confined to specific departments or teams, it can leave others feeling overlooked, fueling perceptions of favoritism or bias. This issue is amplified in hybrid or remote settings, where dispersed teams or those with less visible roles risk exclusion from the broader narrative of success.
Over time, this imbalance can erode trust, diminish cross-functional collaboration, and weaken the sense of unity across the organization. Employees may become hyper-focused solely on their team’s goals, in turn losing sight of the larger organizational mission. It creates division, hindering the development of a shared identity and values.
A company-wide recognition program can address these challenges. Keep reading if you’re seeing these patterns in your organization or wondering how to prevent them. We’ll explore the profound impact of a unified strategy and guide you in building one that fosters alignment, trust, and shared purpose.
Example in Action
Emmaus Homes, a nonprofit with over 700 employees across 80+ locations, struggled with a fragmented employee recognition program that lacked impact. They recognized that an inclusive approach would enhance employee engagement and strengthen culture. By adopting WorkTango’s platform, they connected dispersed teams through real-time, peer-to-peer recognition, which boosted morale, saved costs, and improved retention.
Why a unified employee recognition strategy is key to building a strong company culture
To address the issues caused by fragmented recognition efforts, organizations need a centralized approach that connects all employees and aligns with overarching business goals. Here’s why a centralized employee recognition strategy is important:
It promotes a culture where every employee feels valued
A unified employee recognition strategy ensures that all employees are celebrated in a consistent and equitable way. This reinforces shared values and eliminates discrepancies that might otherwise undermine trust or morale.
It builds a more connected workforce
Recognizing achievements across every level—whether peer-to-peer or from leadership—strengthens connections. Cross-departmental recognition, in particular, enhances these bonds by giving employees visibility into the "why" behind their roles. This creates a stronger sense of purpose. Employees often lack exposure to other departments, especially in larger organizations or hybrid and remote work environments. An organization-wide employee recognition program creates a sense of unity.
Example in Action
The Boston Beer Company boosted engagement and connection with WorkTango’s Recognition & Rewards platform. Peer-to-peer recognition bridged corporate and brewery teams, fostering connection and aligning with company values. Celebrations through digital displays, town halls, and awards created a culture where all employees feel valued.
It drives alignment with business goals:
Recognition tied to company goals or values, such as innovation, customer satisfaction, or sustainability, ensures employees understand how their contributions impact the company’s success. When employees see how their efforts align with the organizational priorities, they feel a stronger sense of purpose and motivation. This connection also creates more unity within the organization, reinforcing commitment to shared goals.
How to build an inclusive company culture powered by employee recognition
1. Make your case
To gain executive buy-in, present a clear case for a unified employee recognition strategy to the leadership team. Use data and examples to illustrate how recognition aligns with business goals, such as improved engagement, retention, productivity, and overall ROI. For example, did you know that companies that invest in an employee recognition program for their entire organization see 65% higher productivity and performance than those without one? Sharing this type of supporting evidence will emphasize the significant impact recognition can have on business outcomes.
2. Use software to centralize recognition
Implement an employee recognition platform that enables peer-to-peer recognition across teams, locations, and leadership levels. Centralizing recognition makes achievements visible to everyone, not just within their team or one-to-one with their manager.
Take the time to research and compare tools to find the right fit for your organization. Look for platforms that offer robust features like analytics and scalability to ensure long-term success.
3. Incorporate cross-departmental recognition
Structure recognition to reflect company-wide values and celebrate milestones that involve cross-functional efforts, such as product launches or achieving strategic objectives. These practices reinforce shared success, align employees with broader goals, and foster a sense of unity.
Hold your managers and leaders accountable for participating actively in recognition initiatives. To encourage participation, provide real-time reporting to show their activity and its impact. This reinforces their role in creating a culture of appreciation.
Example in Action
AMain was experiencing high turnover and low participation due to siloed recognition practices. Understanding the need for change, they implemented WorkTango’s Recognition & Rewards. This shift to a unified and inclusive approach transformed their culture —94% of employees engaged in recognition, fostering stronger connections and aligning with company goals.
4. Continuously measure and improve your program
Regularly evaluate your recognition strategy’s effectiveness through employee surveys and engagement metrics. Use insights from these evaluations to refine your approach and ensure it evolves with workforce needs. Data-driven adjustments will keep the program relevant and impactful.
Example in Action
American Eagle Financial Credit Union (AEFCU) continuously measures and improves employee engagement by running frequent pulse surveys through WorkTango. Real-time feedback and Action Plans enable AEFCU to make data-driven improvements that drive meaningful results.
Departmental recognition initiatives can provide localized benefits, but a unified, company-wide employee recognition strategy is the key to building a truly cohesive and inclusive company culture. Organizations can create a resilient culture that supports business growth by connecting teams, fostering collaboration, and aligning recognition with business goals.
