As the modern workforce stretches across five generations, employee recognition must adapt accordingly. “Boomers expected to maybe work for one to two companies,” said Guy Westermeyer, founder of Westcomm. “Fast forward to the youngest generation, and we’re hearing about 25 companies.” That shift has transformed employee expectations—recognition must be personal, timely, and authentic.

Westermeyer, whose agency supports HR teams in employee communications, says that meaningful recognition can’t be limited to a once-a-year training or an annual holiday message. “We can’t just do this during February, and then again by Thanksgiving. We’ve got to do this year-round,” he said during an executive panel discussion at From Day One’s Minneapolis conference. 

One of the most powerful strategies? Specificity. 

“If I know that dad wants to buy a zoo membership, are there ways to reward that person with buying that zoo membership?” Westermeyer suggested. Personalized gestures show employees they’re truly seen, and that managers are listening.

Recognition shouldn’t just be top-down, he says. “We need to create ways for peers to give each other thanks and praise,” he said. At Westcomm, that includes a “love bomb” Slack channel, where team members can post spontaneous shout-outs. For bigger wins, he suggests curating those shout-outs into a newsletter or email roundup to help remote or hybrid workers relive the moment.

Developing Everyday Appreciation

At UnitedHealth Group, panelist Lukas Mudra believes everyday appreciation is the heart of meaningful recognition. As VP of people, inclusion, and culture, Mudra sees firsthand how authenticity and small, personalized gestures can shape workplace culture more than elaborate programs. 

“You have to pay people, right?” he said. “That’s table stakes. But beyond that, people want to be seen—for who they are and what matters to them.”

Appreciation doesn’t have to be over-engineered, he says. “If you pause and truly take time to listen to your people, it’s a lot easier to align recognition that is meaningful and that matters to that person,” he said. 

Something as simple as acknowledging a new father for balancing work and home life can leave a lasting impact. “Those are the moments that people reflect on and that build that sense of loyalty to the organization.”

In a virtual world, leaders need to be intentional. “Even if they physically need to put it in their calendar to say, ‘I need time to consider what’s happening in my employees’ lives,’” Mudra said. Whether it’s a public “shoutout,” a private thank-you email, or a stretch assignment, the key is knowing what recognition each person values.

Mudra also highlighted the role of employee resource groups (ERGs) and internal platforms. “It’s not direct recognition in the traditional sense, but it’s incredible to see the engagement when people share life milestones and personal wins,” he said. “It brings humanity back into the workplace.”

Embedding Recognition into Company Culture

At Xcel Energy, recognition is core to culture, not just compensation. Panelist Yen Ly explained that the company is redefining its employee value proposition, with employee experience standing alongside customer satisfaction and organizational performance.

“It’s not just about pay,” Ly said. “It’s about showing appreciation—especially from leaders to employees.” Recognition should feel natural and integrated into everyday work, not like an extra task.

Ly, VP of total rewards, admitted that even as a leader, she’s working on pausing to celebrate small wins. “There are always 101 things to do, but it’s important to stop and say, ‘Great job,’ even for the little things.”

Xcel uses a company-wide recognition platform, but Yen noted that cultural adoption still has room to grow. She’s exploring ways to simplify the process—like integrating thank you emails with the platform for easier, more visible recognition.

She also pointed out a missed opportunity in how leaders assign stretch projects. “Sometimes I give someone extra responsibility because I see their potential,” she said, “but I forget to say that’s why. That clarity matters.”

Hybrid work makes intentional recognition even more critical. “It’s easier to recognize people you see daily,” Ly noted. Leaders must be mindful of proximity bias and strive for inclusive recognition across all work settings.

To track impact, Xcel uses engagement surveys, but Yen stressed the importance of digging into employee comments and following up. “Even if you think you’re showing appreciation, it might not land the way you expect,” she said. “Don’t assume—ask.”

Connected Recognition Moments

At Allina Health, culture and recognition go hand in hand. Panelist Jen Bailey, VP of total rewards and HR shared services, shared how the organization recently launched a new “Compass” outlining its vision, mission, and values—and used it to update formal recognition programs. “We aligned our platforms to reflect our values,” she said. “When you see compassion or teamwork, share it.”

Allina celebrates “All Together Better Month,” a time for employee appreciation and storytelling. A private Facebook page helps employees across 12 hospitals and 70 clinics connect, celebrate wins, and recognize each other’s work. LinkedIn is also used for professional recognition.

Leadership modeling plays a key role. “Recognition grows when leaders are seen doing it,” Bailey said. “It creates a culture where people feel valued and want to stay.”

Personalization is essential. “Ask your employees how they like to be recognized,” she said. “Some want public praise. Others don’t. Tailor your approach.”

In hybrid environments, recognition must be intentional. “You don’t have hallway conversations anymore,” Bailey said. “Use IMs, emails, or team chats—just make it visible.”

Allina tracks recognition impact through KPIs like turnover and engagement. “We’ve reduced first-year turnover significantly, thanks to stronger onboarding and manager support,” she said.

Finally, Bailey emphasized managing change with care. “When programs evolve or sunset, explain the why and offer new tools to keep appreciation alive. Recognition should never just disappear.” Recognition is the heartbeat of thriving workplaces. When managers genuinely appreciate their employees, they build stronger cultures and lasting loyalty.

Carrie Snider is a Phoenix-based journalist and marketing copywriter.

(Photos by Travis Johansen for From Day One)