Although the positive impact of recognition in the workplace is widely acknowledged, as many as half of employees feel that their engagement and effort go unnoticed. This is one of the key findings of surveys conducted by Gi Group Holding. Regular feedback also remains far from being a common practice—half of workers receive it only once or twice a year. The gap between the proven power of recognition and the everyday reality experienced by employees therefore remains significant.
The Power of Recognition
Recognition can radically transform how an entire team functions. It influences workplace atmosphere, relationships between colleagues and the broader organizational culture. Acknowledging a well-completed task or visible progress in a project shows employees that their effort matters and does not disappear amid the pressure of daily responsibilities.
Regular recognition strengthens motivation, particularly during periods of intense work. It is also one of the most effective ways to prevent professional burnout, which often results from long-term stress, fatigue or a sense of having little influence over one’s work.
However, according to the “Salary and Trends in Enterprises Report” by Grafton Recruitment, more than half of employees (52%) believe that their efforts are neither noticed nor rewarded. These opinions appear regardless of the size of the organization. Differences are visible, however, when comparing individual departments. Employees working in marketing and PR feel the most appreciated—74% of them say their efforts are recognized—while finance teams and customer service or operations staff report the lowest levels of recognition.
“Recognition is one of the simplest yet most valuable ways to build an organizational culture based on mutual respect and openness. It does not have to be reserved for spectacular successes—it can also mean noticing smaller achievements or a positive attitude. What matters equally is that appreciation should not be limited to occasional praise but become a natural part of everyday professional life. And it should not occur only in the manager-employee relationship,” comments Anna Wesołowska, Managing Director of Gi Group.
Everyday Recognition: What Employees Think
A survey conducted by Gi Group Holding in February this year confirms that recognition directly affects job satisfaction, motivation and the quality of work performed. Only 3.7% of respondents disagreed with this statement.
As in the previous year, the largest group of respondents—49% (46% last year)—said that recognition increases their job satisfaction. Another 31.8% indicated that its main effect is greater proactivity: when properly motivated, employees are more likely to take initiative and become more engaged. Meanwhile, 15.5% believe that recognition directly improves the quality of their work.
“Psychologists point out that recognition influences career decisions—people often leave organizations not because of unsatisfactory salaries but because their achievements go unnoticed. Appreciation therefore has a very real dimension. It signals that a person’s effort is not anonymous and that it matters,” explains Joanna Wanatowicz, Managing Director at Grafton Recruitment.
“Contrary to common belief, even seemingly small gestures carry great value—a simple ‘thank you’ and sincere feedback about what was done well. Such words bring satisfaction and something more: a sense that one’s work has meaning. They create an atmosphere in which people feel more confident and comfortable.”
Recognition Matters – But How?
Experts often emphasize the importance of matching recognition to individual needs. Different employees value different forms of appreciation: some prefer words of acknowledgement, others value greater autonomy or opportunities for development, while some are motivated by additional benefits.
Autonomy and freedom of action—which topped the ranking of non-financial recognition methods last year (37% of responses)—now rank second, with 28.5% of respondents selecting this option. The top position is currently held by the possibility of receiving additional benefits, which 42.3% of respondents consider the most motivating (up from 31% last year).
Professional development remains another important factor, preferred by about one in five respondents (21%, compared with 19% last year). As in the previous year, employees attach the least importance to public recognition: only 8% consider it significant (compared with 13% in 2025).
Annual Feedback Is Not Enough
Providing feedback is often pushed aside in daily work routines, yet it is precisely what allows employees to assess their progress in projects and identify areas that need improvement. Feedback is a fundamental element of everyday communication—it helps prevent misunderstandings and ensures that expectations remain clear.
“Without regular feedback and open communication, it is difficult to speak about clear expectations, conscious employee development or effective cooperation. Feedback not only helps track progress and adjust the way tasks are performed, but also builds engagement, relationships and trust,” emphasizes Grzegorz Gojny, Operations Director at Gi Group.
Despite this, 49.6% of respondents still receive feedback only rarely—once or twice a year. The share of such responses has decreased slightly compared with the previous year (56%), but it remains high.
At the same time, the number of employees receiving feedback once a month has clearly increased—today 21.2% of workers can count on it (up from 13% last year), while 15.2% receive feedback weekly. Meanwhile, 14% receive feedback from their manager once a quarter.
“Recognition and open communication form the foundation of responsible management. They strengthen motivation and trust and allow organizations to build relationships based on respect and partnership rather than assumptions,” says Paweł Prociak, Managing Director at Wyser Executive Search.
“In organizations operating in a dynamic environment, where decisions must often be made quickly, clear feedback helps structure the way people work and eliminates uncertainty. Recognition reinforces this process by directing attention toward specific goals, achievements and behaviors that truly influence results. As a result, employees gain a sense of real impact and the conviction that their work has meaning.”
