Recognition & Retention

💭Is this the fix we've missed?

Turnover is costly—replacing a leader can run up to 200% of their salary. But much of this turnover risk is preventable. How? Recognition.

New research from Gallup and Workhuman, tracking 3,500 employees from 2022 to 2024, shows that employees who receive high-quality recognition are 45% less likely to leave. And when that recognition meets four or more strategic pillars, they’re 65% less likely to be job hunting.

How can we stop the talent drain?

The most impactful recognition is personal, purposeful, timely, visible, and inclusive. It keeps employees connected to the culture and boosts engagement. In fact, employees receiving high-quality recognition are nine times more likely to be engaged than those who don’t.

Yet, despite leaders saying they value recognition, only 22% of employees feel they’re getting enough—unchanged since 2022.

Where do we go from here?

It’s time to get intentional about recognition. Building a system that aligns with the Five Pillars doesn’t just happen—it requires leadership commitment and thoughtful design. Recognition can’t be an afterthought; it needs to be part of the daily rhythm of work. It’s not just about retention—it’s about creating a culture where people feel seen, valued, and motivated to do their best work.

Mattering is the missing piece. It's not just about saying “thank you” or rewarding performance—it’s about helping people feel like they’re a vital part of something bigger. When employees feel seen and valued for who they are and what they bring, it creates a sense of belonging, which can significantly reduce the desire to look for new opportunities.

Employee Retention Depends on Getting Recognition and Mattering Right

Organisations constantly face the risk of losing top talent, leading to costly replacements and cultural disruptions. In fact, in May 2024, 51% of all employees were either watching for or actively seeking a new job. But research shows that much of this turnover risk is preventable through high-quality recognition.

Well-recognised employees are 45% less likely to leave their jobs, and when that recognition covers at least four of the Five Pillars, employees are 65% less likely to be job hunting. This highlights how strategic, high-quality recognition ties directly to retention, reducing the likelihood of top performers leaving.

Turnover isn’t just a financial burden—it also disrupts teams, breaks relationships, and damages morale. When recognition is done right, it does more than just reduce turnover; it strengthens engagement and boosts overall performance.

The Power of Mattering and the Five Pillars

The Five Pillars of high-quality recognition—personal, purposeful, timely, visible, and inclusive—have a profound impact on engagement. But adding the power of mattering takes recognition further. When employees feel they matter, they aren’t just recognized—they’re part of the bigger picture. Employees who receive recognition aligned with these pillars and know their work matters are nine times more likely to be engaged compared to those who don’t. Even meeting just one pillar makes employees nearly three times as likely to be engaged.

It’s no longer enough to appreciate employees—it’s time to make them feel like they truly matter.

What’s next?

Leaders must embrace the power of strategic recognition and mattering. It's about making recognition a core part of the organizational strategy, aligned with the Five Pillars and ensuring every employee knows their contributions matter. When employees feel valued, seen, and part of something bigger, recognition becomes more than just a retention tool—it transforms the culture.

Neglecting the power of mattering comes at a high cost. But when done well, recognition combined with a deep sense of mattering creates a thriving, engaged workforce.