Search

Celebrating Employees as Organizational Heroes: A Case for Strategic Employee Recognition and Appreciation Practices

Jonathan H. Westover, PhD
Apr 16
4 min read

Listen to this article:

Abstract: This article examines the critical role of employee recognition programs in modern organizations, synthesizing research evidence and practical examples to demonstrate their impact on both individual and organizational outcomes. It present compelling evidence that strategic recognition initiatives drive employee engagement, retention, and performance while contributing to organizational success through reduced turnover and increased discretionary effort. Through case studies from companies like Amazon, Capital One, and Quicken Loans, the article illustrates how combining formal awards programs with informal, ongoing appreciation efforts creates a comprehensive recognition strategy that validates employee contributions and reinforces organizational values. The research concludes that well-designed recognition programs represent not just an ethical imperative but a strategic business advantage in today's competitive talent landscape.

Employees are the lifeblood of any organization. As leaders, it is imperative that we recognize the invaluable contributions employees make each and every day. Yet in our fast-paced, productivity-focused workplaces, employee efforts can too easily go unacknowledged.

Today we will explore how strategic employee recognition and appreciation programs are not only the right thing to do from an ethical standpoint, but are also key levers for maximizing employee engagement, retention, and performance.

Research Foundation: The Impact of Employee Recognition

Research has consistently shown that employee recognition powerfully impacts both individual and organizational outcomes. According to Brun and Dugas (2008), recognition provides key psychological and social benefits that promote employee well-being, empowerment, and dedication to their work. Recognition has also been linked to increased job satisfaction, organizational commitment, motivation, and performance at the individual level (Nelson, 2011; Rosen et al., 2010).

At the organizational level, strategic recognition programs improve employee retention by building loyalty and reducing staff turnover intentions (Allen, 2008; Wayne et al., 2009). Studies suggest recognition reduces absenteeism (Rosen et al., 2010), increases discretionary effort or "extra miles" employees go through organizational citizenship behaviors (Yidong and Xinxin, 2013), and positively impacts overall organizational effectiveness (Nishii et al., 2008). In short, researchers agree that employee recognition should not be considered a "soft" people practice but rather a "smart" business strategy with tangible impacts on bottom-line metrics.

Practical Application: Celebrating "Everyday Heroes" through Ongoing Recognition

To realize these benefits, organizations must thoughtfully design strategic recognition programs that become ingrained in the culture. One successful model is Amazon's "Employee Spotlight" program, where employees nominate coworkers who exemplify the company's leadership principles through their work. Nominees are featured on the company intranet along with details about their contributions. This promotes ongoing peer-to-peer recognition that highlights different types of “everyday heroes” across teams and levels. According to Sr. Manager Amy Kardel, the program “celebrates the unsung heroes who drive our extraordinary customer experience through acts of kindness, determination and innovative thinking every single day.” By keeping recognition timely and accessible company-wide, employees feel appreciated for living the company's values in their work.

Mixing Formal and Informal Recognition for Maximum Impact

While ad-hoc recognition holds value, experts argue that periodic formal awards programs and celebrations more powerfully engage employees on an emotional level through public validation, impacting attitudinal and behavioral outcomes (Brun and Dugas, 2008; Wayne et al., 2009). For example, Capital One celebrates high-performing teams and individuals annually through an elaborate awards gala. Nominees submit impact stories, and winners receive trophies from executive leaders on stage. Beyond financial perks, the event invokes a sense of achievement, prestige and fulfillment. Yet on their own, infrequent formal celebrations risk employee detachment if not paired with ongoing informal efforts. For maximum impact, organizations must carefully orchestrate a strategic "mix and flow" of formal and informal recognition.

Fueling Motivation through Thoughtful Tokens of Appreciation

Another successful recognition strategy involves gesture-based appreciation that fosters feelings of care, respect and value. At Quicken Loans, one of the largest mortgage lenders, VP Jennifer Schulz leads creative efforts centered around the notion that “small gestures can have big impacts.” Examples include handwritten thank you cards distributed by executives each month, small gift baskets delivered to employees’ desks on their work anniversaries, and coffee carts that surprise random teams. According to Schulz, "Recognition is about making people feel appreciated for the hard work behind the scenes. Simple personalized acts of gratitude motivate employees and fuel their passion for our mission." Thoughtfully selected tokens keep employees feeling valued in their roles.

Conclusion

In today's competitive talent market, recognition represents a competitive advantage for attracting and retaining top talent. Yet beyond talent management impacts, well-designed strategic recognition cultivates the intrinsic motivation, performance excellence and organizational citizenship needed to thrive in today's economy. When paired with strong communication to ensure understanding of program objectives, celebration events and ongoing appreciation practices can powerfully engage employees as heroes advancing organizational purpose. Overall, leaders must adopt recognition as a mission-critical people practice that fuels both employee well-being and business growth through celebrating worker contributions large and small.

References

Allen, D. G. (2008). Retaining talent: A guide to analyzing and managing employee turnover. SHRM Foundation.
Brun, J.-P., & Dugas, N. (2008). An analysis of employee recognition: Perspectives on human resources practices. The International Journal of Human Resource Management, 19(4), 716–730.
Nelson, B. (2011). 1501 ways to reward employees. Workman Publishing.
Nishii, L. H., Lepak, D. P., & Schneider, B. (2008). Employee attributions of the “why” of HR practices: Their effects on employee attitudes and behaviors, and customer satisfaction. Personnel Psychology, 61(3), 503–545.
Rosen, C. C., Slater, D. J., Chang, C.-H., & Johnson, R. E. (2010). Let’s make a deal: Development and validation of the ex post rationalizations scale. Journal of Applied Psychology, 96(4), 709–721.
Wayne, S. J., Shore, L. M., & Liden, R. C. (2009). Perceived organizational support and leader-member exchange: A social exchange perspective. Academy of Management Journal, 40(1), 82–111.
Yidong, T., & Xinxin, L. (2013). How ethical leadership influence employees’ innovative work behavior: A perspective of intrinsic motivation. Journal of Business Ethics, 116(2), 441–455.

Jonathan H. Westover, PhD is Chief Academic & Learning Officer (HCI Academy); Chair/Professor, Organizational Leadership (UVU); OD Consultant (Human Capital Innovations). Read Jonathan Westover's executive profile here.

Suggested Citation: Westover, J. H. (2025). Celebrating Employees as Organizational Heroes: A Case for Strategic Employee Recognition and Appreciation Practices. Human Capital Leadership Review, 20(1). doi.org/10.70175/hclreview.2020.20.1.5