While preparing recognition strategies for 2025, it’s important to examine the importance of managers in the process. Managers are the key players in implementing and maintaining workplace recognition programs. They set the tone for recognition in the workplace through leading by example, being observant of their team’s efforts, and choosing the right rewards.
The Manager Effect: Creating a Recognition Culture
According to a recent Gallup report, 70% of the variance in team engagement can be attributed to the manager. Managers can influence how recognition is perceived and practiced. When managers celebrate achievements, it creates a trickle-down effect where employees feel encouraged to recognize each other. The more engaged a manager is, the more likely non-managers will be too, and vice-versa. Managers can also drive engagement through goal setting, regular meaningful feedback, and accountability. Despite this well-documented effect, Gallup’s most recent findings are that only 30% of managers and 23% of employees overall are engaged globally. This illustrates a universal challenge - and a lot of potential - when it comes to manager training.
Recognition Superpower
Managers are in the perfect position to provide employees with high-quality recognition that meets all 5 of the pillars of recognition. These 5 pillars are:
- Fulfilling
- Authentic
- Personalized
- Equitable
- Embedded
Their proximity to the daily happenings of the company, and their ability to form relationships means that their praise carries more personal weight and value. Managers can offer timely, in-field recognition that fills the gaps between more formal milestones. With regular practice, this creates a more positive work environment that encourages, empowers, and celebrates its people.
In fact, over the years, EA Dion has come up with numerous custom solutions for companies looking for tangible in-field awards. Those awards can vary from employee of the month, innovation awards for creative contributions, team player awards, or even a safety or good deed award. For example, at Dion, we award employees who go above and beyond to help a coworker with a silver lapel pin and a photo with the owner in our weekly employee newsletter. These awards can be stored in the manager’s office for quick access, and they allow employees to display their achievements wherever they go. For more about in-field awards, check out our video here.
Helping Managers Out
Three main setbacks often prevent managers from becoming great recognition champions:
Time - Managers are busy people. It can be difficult to prioritize recognition amid their many responsibilities. Depending on the size of their team, delivering personal praise to each person can be a herculean task.
Bias - We as humans all operate with certain biases. Without proper training, managers may accidentally (or purposefully!) reward their “favorite” team members, while leaving others feeling discouraged and devalued.
Stress - According to Gallup, managers have more negative daily experiences than non-managers and are more likely to be looking for a new job. They are also more likely to be stressed, angry, or sad. This makes it extremely difficult to take on recognition duties.
Companies looking to utilize their managers to create a culture of recognition should provide comprehensive training. This can help them recognize opportunities for praise, create a recognition schedule that works for them, and avoid favoritism. Speaking directly with managers may also help companies dedicate more resources to alleviate stress and promote wellbeing.
Conclusion
Managers’ powerful impact on employee engagement means they are the perfect people to champion recognition efforts. Their praise can be more personalized and meaningful, making them capable of supporting the 5 pillars of recognition. After all, recognition isn’t just about saying “thank you”; it’s about creating a memory that will stay with employees for a lifetime. The best way to get Managers to think this way is to support them through training and stress-reduction efforts. Overall, companies can expect to see a sharp rise in engagement, morale, and productivity from their employees.
At Dion, we pride ourselves in our ability to craft the perfect precious metal awards for our clients. Whether they’re recognizing people in the field, or want to make an impact at their event with a championship ring, we have the expertise to get it done. Getting started with Dion is easy: simply browse our gallery of past products for some inspiration, then This email address is being protected from spambots. You need JavaScript enabled to view it. give us a call, or fill out our New Project Form for a quote!
