Enhancing Employee Engagement in Training

Too often, work goes unnoticed. But people want to be seen. A recent statistic had me thinking: 37% of employees claim that increased personal recognition would significantly enhance their work output. This insight comes from an O.C. Tanner survey, which leveraged 1.7 million responses from employees across various industries and company sizes. Beyond just feeling nice, recognition emerges as the most impactful driver of motivation. It makes real-time feedback, personal appreciation, and meaningful rewards not just nice-to-haves — they're must-haves to fuel performance. Here are concrete ways you can supercharge your recognition efforts to resonate deeply with your team: (1) Spotlight Specifics: Highlight specific achievements. Hilton’s Recognition Calendar equips managers with daily actionable ideas that turn recognizing real accomplishments into a routine practice. (2) Quick Kudos: Swift praise is so important. Timeliness in recognition makes it feel authentic and maintains high motivation levels. (3) Tailored Cheers: Personalize your appreciation. Crowe's "Recognize Alert" system enhances recognition by transforming client praises into celebratory moments, encouraging recipients to pay it forward. (4) Genuine Thank-Yous: Don't underestimate the power of small gestures. Regular acknowledgments, whether through handwritten notes or intranet shout-outs, create a culture where appreciation is commonplace. You do it, others will do it too. (5) Big Picture Praises: Connect individual achievements to the company’s larger mission. Texas Health Resources celebrates personal milestones with personalized yearbooks that link each person’s contributions to the organization’s goals. Using these practices genuinely and consistently can make every team member feel truly valued and more connected to the collective mission. Each act of recognition builds a stronger, more engaged team, poised to meet challenges and drive success. #Recognition #Appreciation #FeelingValued #Workplace #Culture #Innovation #HumanResources #Leadership Source: https://lnkd.in/e8jUtHZH

Retention Isn't a Perk - It's a Promise: (and the resignation letter is just a formality) The harsh truth: Too many leaders focus on hiring the best yet fail at keeping them. When employees feel invisible, they leave quietly, emotionally and mentally. Therefore, people leave when: → Their voice is unheard. → Their values no longer align. → Their potential is overlooked. → Their purpose feels misplaced. → Their effort goes unrecognized. But What is the Cost of Losing a Talent? ↳ Months to replace, years to rebuild. ↳ The invisible drain of disengagement spreads like wildfire. ↳ Lost innovation, broken morale, and a damaged reputation. Here are some strategies to retain your best employees: → Create a sense of purpose. → Prioritize meaningful recognition. → Encourage autonomy and ownership. → Build strong leadership relationships. → Offer flexibility and work-life balance. → Promote a culture of trust and transparency. → Invest in competitive compensation and benefits. Your best employees won't demand growth; they'll quietly find it elsewhere. Remember: Smart Leaders Know Retention is a Daily Practice, Not an Annual Review. Please Like and Repost ♻️ to help others. Follow (Asim Khaliq) for more career and business insights.

In any workplace, an inverse relationship exists between training and development and the disengagement of your people. It's subtle, however it's there and painfully evident. Investing in our people’s personal development can mitigate disengagement and represents a prime opportunity to enhance individual performance. Here's why: “The space between our practiced values (in reality what we do, think, and feel) and our aspirational values (what we want to do, think, and feel) is the value gap or disengagement divide.” This quote from Brené Brown informs us that many in our workforce don’t value their jobs because they are not being fulfilled, either personally or professionally. They are disengaged. John Maxwell Company Facilitator and Coach, Perry Holley, backed this up on a recent edition of the Maxwell Executive Leadership podcast, "The bottom line from our research indicates that, on any given team, about 70% of the people aren't helping to row the boat". That equates to 7 of every 10 team members being disengaged, either not knowing how to do their job correctly, or not contributing. How do we explain this? Simply stated by Holley, “these are people who aren't being actively developed.” He further shares "as a leader, you can influence the engagement level of people on your team when you invest in developing them each as individuals." When people are involved with development activities, they act on personal experience and aspirations as part of a plan that focuses on their individual development. They are closing their value gap. When we are acting on any activity that improves the organization, we are involved in execution. Execution is what gets us to the results we need. Developing your people helps with everything from improving daily performance and increasing retention, providing them with new skills needed for personal and career growth. Training and development provides people with a worldview much larger than they could acquire on their own. It excites them about their work and the possibilities it holds for their future. Here's another good reason to commit to your people. No one individual believes that they're bad at their job. Think about that statement and you can understand the two main reasons why; 1) no one has ever given them constructive feedback on their performance, or 2) no one has bothered to spend time with them to help them personally develop. Even the smallest investment of time spent learning something new or working with someone experienced has value to a team member. If the boat carrying your team isn't moving as fast and efficiently as it could be check to see who's not rowing, and then ask them how their personal development plan is going. The answer they share might surprise you. #ceos #leadership #peopledevelopment #execution Development can start here, check out https://lnkd.in/gXpc_pyu for more tips and leadership wisdom.

𝐖𝐡𝐲 𝐀𝐫𝐞 𝐋𝐞𝐚𝐫𝐧𝐞𝐫𝐬 𝐋𝐨𝐬𝐢𝐧𝐠 𝐈𝐧𝐭𝐞𝐫𝐞𝐬𝐭? ❓ Last week, with Diwali giving businesses a breather, I caught up with several leaders. One such conversation with Shree Vikas stood out. We dove into a lively debate on learning engagement—a topic we both care deeply about. A few years ago, post-COVID, EdTech and online courses were booming, ready to reskill everyone. But today, 𝐥𝐞𝐚𝐫𝐧𝐢𝐧𝐠 𝐚𝐝𝐨𝐩𝐭𝐢𝐨𝐧 𝐫𝐚𝐭𝐞𝐬 𝐚𝐫𝐞 𝐩𝐥𝐮𝐦𝐦𝐞𝐭𝐢𝐧𝐠. No-shows are common, and only around 10% 𝐚𝐫𝐞 𝐬𝐞𝐫𝐢𝐨𝐮𝐬 𝐚𝐛𝐨𝐮𝐭 𝐬𝐤𝐢𝐥𝐥𝐢𝐧𝐠 𝐮𝐩. So, where did that initial spark go? Some say it’s 𝐟𝐚𝐭𝐢𝐠𝐮𝐞 or 𝐥𝐚𝐜𝐤 𝐨𝐟 𝐭𝐢𝐦𝐞 due to return to office (RTO) mandates. Others blame 𝐬𝐡𝐨𝐫𝐭 𝐚𝐭𝐭𝐞𝐧𝐭𝐢𝐨𝐧 𝐬𝐩𝐚𝐧𝐬—but let’s be real: we’re still on screens 6–8 hours a day! So, if people aren’t signing up or showing up, what’s the real reason? 🤨 As Adam Grant says, “𝘞𝘩𝘦𝘯 𝘸𝘦 𝘦𝘮𝘣𝘳𝘢𝘤𝘦 𝘤𝘶𝘳𝘪𝘰𝘴𝘪𝘵𝘺 𝘢𝘯𝘥 𝘱𝘶𝘵 𝘱𝘦𝘰𝘱𝘭𝘦 𝘪𝘯 𝘦𝘯𝘷𝘪𝘳𝘰𝘯𝘮𝘦𝘯𝘵𝘴 𝘵𝘩𝘢𝘵 𝘪𝘨𝘯𝘪𝘵𝘦 𝘪𝘯𝘵𝘦𝘳𝘦𝘴𝘵, 𝘵𝘩𝘦𝘺’𝘳𝘦 𝘧𝘢𝘳 𝘮𝘰𝘳𝘦 𝘭𝘪𝘬𝘦𝘭𝘺 𝘵𝘰 𝘦𝘯𝘨𝘢𝘨𝘦.” This got us thinking: L&D needs a new approach to engage today’s learners. Here’s where we landed: 1️⃣ 𝐓𝐡𝐞 𝐍𝐞𝐭𝐟𝐥𝐢𝐱 𝐄𝐟𝐟𝐞𝐜𝐭 𝐨𝐧 𝐋𝐞𝐚𝐫𝐧𝐢𝐧𝐠 📺 In our 𝐨𝐧-𝐝𝐞𝐦𝐚𝐧𝐝 world, learners expect 𝐧𝐨𝐯𝐞𝐥𝐭𝐲, 𝐞𝐧𝐠𝐚𝐠𝐞𝐦𝐞𝐧𝐭, and even 𝘥𝘳𝘢𝘮𝘢. Today’s L&D needs a “𝐜𝐨𝐧𝐭𝐞𝐧𝐭-𝐟𝐢𝐫𝐬𝐭” approach—designing courses as immersive journeys, not isolated events. Learning should be as 𝘣𝘪𝘯𝘨𝘦-𝘸𝘰𝘳𝘵𝘩𝘺 as a great series. 2️⃣ 𝐄𝐧𝐠𝐚𝐠𝐞𝐦𝐞𝐧𝐭 𝐚𝐬 𝐚𝐧 𝐀𝐫𝐭 🎭 Static, one-way learning no longer works. Learners 𝐜𝐫𝐚𝐯𝐞 𝐩𝐞𝐫𝐬𝐨𝐧𝐚𝐥𝐢𝐳𝐚𝐭𝐢𝐨𝐧, 𝐞𝐱𝐜𝐢𝐭𝐞𝐦𝐞𝐧𝐭, and 𝐫𝐞𝐥𝐞𝐯𝐚𝐧𝐜𝐞 that bring content to life. Facilitators are now 𝘤𝘶𝘳𝘢𝘵𝘰𝘳𝘴—guiding interactive, shared journeys instead of lectures. Learning should be a 𝐭𝐫𝐚𝐧𝐬𝐟𝐨𝐫𝐦𝐚𝐭𝐢𝐯𝐞 𝐞𝐱𝐩𝐞𝐫𝐢𝐞𝐧𝐜𝐞. 3️⃣ 𝐋𝐞𝐚𝐫𝐧𝐢𝐧𝐠 𝐇𝐚𝐬 𝐚 𝐌𝐚𝐫𝐤𝐞𝐭𝐢𝐧𝐠 𝐏𝐫𝐨𝐛𝐥𝐞𝐦 🏷️ Reflecting on my two years at IIMA, I shared with Shree how powerful branding makes people show up. Many L&D programs lack this appeal. It’s not about a sales pitch but making learning journeys 𝐫𝐞𝐥𝐚𝐭𝐚𝐛𝐥𝐞, 𝐜𝐨𝐦𝐩𝐞𝐥𝐥𝐢𝐧𝐠, 𝐚𝐧𝐝, 𝐚𝐬𝐩𝐢𝐫𝐚𝐭𝐢𝐨𝐧𝐚𝐥. 𝐋𝐞𝐭’𝐬 𝐟𝐚𝐜𝐞 𝐢𝐭: 𝘓𝘦𝘢𝘳𝘯𝘪𝘯𝘨 & 𝘋𝘦𝘷𝘦𝘭𝘰𝘱𝘮𝘦𝘯𝘵 𝘯𝘦𝘦𝘥𝘴 𝘢 𝘤𝘰𝘮𝘱𝘭𝘦𝘵𝘦 𝘳𝘦𝘪𝘮𝘢𝘨𝘪𝘯𝘪𝘯𝘨—𝘯𝘰𝘵 𝘢𝘴 𝘮𝘦𝘳𝘦 𝘴𝘬𝘪𝘭𝘭𝘴 𝘵𝘳𝘢𝘪𝘯𝘪𝘯𝘨 𝘣𝘶𝘵 𝘢𝘴 𝘢𝘯 𝘪𝘮𝘮𝘦𝘳𝘴𝘪𝘷𝘦, 𝘤𝘰𝘯𝘵𝘪𝘯𝘶𝘰𝘶𝘴 𝘫𝘰𝘶𝘳𝘯𝘦𝘺. When learning transforms from a one-time intervention into a meaningful experience, we just might see engagement soar beyond 10%. 💭 Thoughts? What should change in L&D to make learning truly engaging? P.S. Managed to catch up with Shree on her last day at Tesco. It was a lovely campus, and I didn’t shy away from wearing my Diwali attire! 😊 #LearningAndDevelopment #FutureOfWork #LifelongLearning #EmployeeExperience

One of the most common mistakes in corporate learning is trying to embed motivation directly into the course — as if making the content fun or engaging will magically make people want to complete it. Let’s be clear: it doesn’t work that way. Never has. In reality, motivation always lives inside the learner. 💡 And it stems not from gamification or animations, but from an unmet need. In this case, the course becomes a potential solution. So how do we find or create that unmet need? Let’s not reinvent the wheel. We’ll revisit Maslow’s hierarchy of needs and reframe it in a workplace context. Reframing Maslow’s Hierarchy in the Workplace Enablement Needs — access to resources (workspace, equipment, internet, time, and the opportunity to learn). Safety — stability, confidence in the future, feeling competent and in demand. Belonging — being part of a team, a profession, a company; not feeling excluded. Recognition — contributions are noticed, achievements acknowledged, feedback is given. Self-actualization — growth, new challenges, career opportunities, autonomy. Now ask yourself: How can we activate one of these needs so that our course becomes the clear next step? If you select the right level and method, motivation will follow and your completion rate will soar. How it can work: Enablement Needs 🫧 Creating the need: restrict access to tools or systems until the course is completed. When to use: compliance training, security protocols, data protection. Safety 🛟 Creating the need: create a sense of risk — of falling behind, becoming irrelevant, or underperforming. Show the course as a way to stay afloat. When to use: courses on tech updates, AI tools, process changes, digital fluency. Belonging 💕 Creating the need: introduce team-based activities, social dynamics, shared goals. Create FOMO. When to use: soft skills training, project management, onboarding — anything involving collaboration. Recognition 🏆 Creating the need: add gamification, certificates, dashboards, and leaderboards to make achievement visible. When to use: long or complex programs, skill development, leadership tracks. Self-actualization 🚀 Creating the need: offer choice, tie the course to personal growth, career goals, or talent development. When to use: career paths, upskilling, reskilling, HiPo programs, individual development plans. So, learning is never “just a course.” It’s about mapping your training to a real learner need — or creating that need through thoughtful communication, planning, and experience design. Still trying to motivate people with gamification alone?

Not all soft skills training is created equal. A few months ago, I was working with a group of managers from a large manufacturing company. They had been through plenty of training programs before- the kind where you take notes and then go right back to doing things the old way. When I walked into the room, I could see it in their faces: Let’s see if this is any different. So instead of starting with slides or theory, I took them straight into a live simulation: - A crisis scenario that could actually happen in their business. - Conflicting priorities, tough personalities, and limited time to decide. - Every move they made in real time had visible consequences. To begin with, I saw a lot of resistance in experimentation, voices which were not too loud and over powering were ignored leading to loss of critical information- the room was tense. People hesitated. Some stuck to their usual patterns. But as it got deeper, they started communicating much more effectively, this led to them collaborating, noticing blind spots, and eventually testing new ways to lead. By the end, they weren’t asking- Will this work? They said that they wanted to cascade it to their teams. Weeks later, I got an email from one of the managers. He told me he used the exact process from our simulation to navigate a real customer crisis and not only avoided a major fallout, but actually strengthened the client relationship through this crisis. That’s the difference between training that’s forgotten by the time you’re back at your desk, and training that rewires how you think, act, and lead. The secret? Immersion. When participants practice real scenarios, solve actual challenges, and see the impact of their decisions in the room, learning sticks. Priya Arora #immersivelearning #trainingdesign #employeeengagement #learningthatsticks #corporatelearning #leadershipdevelopment #upskilling #skillbuilding #workplacetraining #experientiallearning #Learningdeisgn #corporatetrainer #softskillstrainer #simulation #experintialtraining

Trainers must be more than experts— Here's the secret to delivering impactful training sessions, no matter what comes your way. As a trainer, being prepared for instant changes in the delivery of any concept requires a flexible and adaptive mindset. Here are key strategies to help you stay prepared: 1. Thorough Subject knowledge - 📕 Master the content so well that you can break it down or present it in multiple ways, adapting to the audience’s needs. This will allow you to explain complex ideas in simpler terms or delve deeper if required. 2. Audience Analysis - 🧐 Before the session, understand your audience's knowledge level, learning preferences, and possible challenges. This will help you anticipate where you might need to adjust your delivery. 3. Create a Session Outline - 📝 Have a structured outline that allows for adjustments. Include different examples, analogies, and activities so that you can switch methods if needed. 4. Plan for Flexibility 🧘 - Build in buffer time to the session plan, allowing you to address questions or revisit concepts without rushing. Be prepared to cut less essential content if time constraints arise. 5. Use Interactive Methods 🗣️ - Include interactive methods such as Q&A, group discussions, or problem-solving activities. These allow you to gauge understanding and shift the delivery based on immediate feedback. 6. Technology Familiarity - 🧑💻 Know the tools and platforms you are using so you can quickly adapt, whether it’s changing slides, moving between resources, or using multimedia to reinforce concepts. 7. Stay Calm and Confident ☺️ - If a change in delivery is necessary, remain calm and composed. Confidence reassures the audience, and maintaining a positive attitude will help you navigate unexpected changes smoothly. 8. Prepare Backup Plans 🖋️ - Have alternative examples, exercises, or activities ready in case the original approach does not resonate with the group. 9. Stay Current 🏃 - Keep up with the latest trends, tools, and methods in training and your field of expertise. This allows you to bring fresh perspectives and solutions to any spontaneous situation. 10. Gather Feedback ✍️ - After a session, ask for feedback to understand where adjustments were successful or where improvements are needed. This helps in refining your ability to adapt in future sessions. Being prepared for changes is about blending preparation with flexibility and having the confidence to switch gears when necessary. #confidence #trainthetrainer #training #softskills #leadership #communication #learning

If you're still doing "Employee of the Month" as a manager, you need to hear this. Employee of the Month awards are often based on personal preferences or popularity, rather than actual merit. They may seem like a motivational tool, but they can fall short of truly engaging your team. What if I told you there’s a better way to recognize and motivate your employees? 𝐇𝐞𝐫𝐞’𝐬 𝐡𝐨𝐰: 🌿 𝐑𝐞𝐰𝐚𝐫𝐝 𝐬𝐩𝐞𝐜𝐢𝐟𝐢𝐜 𝐚𝐜𝐡𝐢𝐞𝐯𝐞𝐦𝐞𝐧𝐭𝐬 𝐚𝐧𝐝 𝐛𝐞𝐡𝐚𝐯𝐢𝐨𝐫𝐬. ⮕ By focusing on the behaviors that align with your organization’s values, you create a culture of excellence where employees strive for meaningful goals. 🌿 𝐓𝐢𝐞 𝐫𝐞𝐰𝐚𝐫𝐝𝐬 𝐭𝐨 𝐬𝐩𝐞𝐜𝐢𝐟𝐢𝐜 𝐠𝐨𝐚𝐥𝐬 𝐚𝐧𝐝 𝐨𝐛𝐣𝐞𝐜𝐭𝐢𝐯𝐞𝐬. ⮕This gives employees a sense of purpose, enhancing their engagement and motivation. People want to know their hard work is contributing to something bigger. 🌿 𝐏𝐞𝐫𝐬𝐨𝐧𝐚𝐥𝐢𝐳𝐞 𝐲𝐨𝐮𝐫 𝐫𝐞𝐜𝐨𝐠𝐧𝐢𝐭𝐢𝐨𝐧. ⮕ By tailoring rewards to individual strengths and contributions, you foster a more inclusive and supportive work environment. It’s about recognizing each person’s unique value. 🌿 𝐆𝐢𝐯𝐞 𝐫𝐞𝐜𝐨𝐠𝐧𝐢𝐭𝐢𝐨𝐧 𝐦𝐨𝐫𝐞 𝐟𝐫𝐞𝐪𝐮𝐞𝐧𝐭𝐥𝐲. ⮕Instead of once a month, why not recognize achievements continuously? Frequent recognition builds a culture of feedback and appreciation, which boosts morale and keeps motivation high over time. By shifting your approach from occasional, generalized rewards to ongoing, personalized recognition, you’ll create a culture of sustained excellence. And trust me, your organization will thank you for it! #recognition #business #leader

Stop guessing your next move—let a Personal Development Plan guide your progress. A while back, I mentored a professional named Rahul, who felt he was being repeatedly overlooked for promotions. We conducted a competency mapping session and discovered a key gap in his ability to work cross-functionally and lead diverse teams. 🧩 Rather than feeling discouraged, Rahul saw this as an opportunity. We built a Personal Development Plan (PDP) to close those gaps. By enrolling in relevant courses and taking on cross-departmental projects, Rahul not only improved his skills but also earned the promotion he had been aiming for. 👉 What is a Personal Development Plan (PDP)? A PDP is a roadmap for your career growth, detailing the specific skills you need to develop to advance in your role. Here are the Key Sections every PDP should include: 💢Self-Assessment: Identify your current strengths and areas for improvement based on feedback or a competency mapping session. 💢Goal Setting: Set clear, measurable goals for what you want to achieve in your career (e.g., leadership skills, cross-functional collaboration). 💢Action Plan: Outline the steps you’ll take to close the gaps, such as enrolling in courses, seeking mentorship, or participating in projects. 💢Timeline: Assign deadlines to each action item to track your progress and stay on course. 💢Evaluation: Regularly assess your progress through self-reflection or feedback from peers and supervisors. 💡 Key Action Points: ⚜️Use competency mapping to identify specific skill gaps. ⚜️Develop a Personal Development Plan to close those gaps. ⚜️Engage in practical experiences like cross-functional projects or targeted training. Feeling stuck in your career? Start building your personal development plan today and tackle those skill gaps head-on! #CareerDevelopment #SkillGaps #PersonalDevelopmentPlan #LeadershipSkills #CompetencyMapping #ProfessionalGrowth

Picture walking into your favorite coffee shop, a new boutique, or a busy hotel lobby. Who welcomes you? Who keeps things running smoothly & ensures you receive excellent service? 𝗙𝗿𝗼𝗻𝘁𝗹𝗶𝗻𝗲 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲𝘀 𝗮𝗿𝗲 𝘁𝗵𝗲 𝗵𝗲𝗮𝗿𝘁𝗯𝗲𝗮𝘁 𝗼𝗳 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀𝗲𝘀, 𝘆𝗲𝘁 𝘁𝗵𝗲𝗶𝗿 𝗵𝗮𝗿𝗱 𝘄𝗼𝗿𝗸 𝗼𝗳𝘁𝗲𝗻 𝗴𝗼𝗲𝘀 𝘂𝗻𝗻𝗼𝘁𝗶𝗰𝗲𝗱. 𝗕𝘂𝘁 𝗿𝗲𝗰𝗼𝗴𝗻𝗶𝘇𝗲𝗱 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲𝘀 𝗮𝗿𝗲 𝗺𝗼𝗿𝗲 𝗲𝗻𝗴𝗮𝗴𝗲𝗱 & 𝗽𝗿𝗼𝗱𝘂𝗰𝘁𝗶𝘃𝗲. 𝗙𝘂𝗹𝗹 𝘀𝘁𝗼𝗽. The connection is undeniable. Gallup polling shows that 73% of workers are less likely to feel burned out when their employers recognize & care about them. And 26% of frontline workers say a lack of recognition negatively impacts their productivity. For businesses that depend on frontline workers, recognition isn’t just a nice-to-have - it’s a performance driver. ❌ Unfortunately, frontline workers often don’t receive the same recognition as office-based employees. ❌ With limited face-to-face time with managers & HR, their contributions can be overlooked in traditional recognition programs. ✅ Working in fast-paced, high-pressure environments, they need a recognition approach that’s immediate, relevant & impactful. Anyway, let’s get to the point. 𝟰 𝘄𝗮𝘆𝘀 𝘁𝗼 𝗺𝗮𝗸𝗲 𝗙𝗿𝗼𝗻𝘁𝗹𝗶𝗻𝗲 𝗥𝗲𝗰𝗼𝗴𝗻𝗶𝘁𝗶𝗼𝗻 𝗺𝗼𝗿𝗲 𝗺𝗲𝗮𝗻𝗶𝗻𝗴𝗳𝘂𝗹: 1️⃣ Celebrate achievements in real time  Recognition should be immediate & visible. Call it out as it happens. Practical Tip: Equip managers with a tool like Beekeeper that makes it easy to spotlight accomplishments in team chats, newsletters & company-wide announcements - all from a single mobile app embedded in the frontline worker’s flow of work. 2️⃣ Encourage peer-to-peer recognition  Create a peer recognition program where employees can nominate colleagues for going above & beyond with instant recognition posts on your Employee App. 3️⃣ Tailor rewards to individual preferences  Not all employees want the same type of recognition. While some value financial incentives, others prefer additional time off or career development opportunities. Practical Tip: Integrating Beekeeper with a rewards platform like Snappy or Bucketlist Rewards, managers can instantly deliver personalized rewards to employees, all with just a few clicks. 4️⃣ Make recognition part of everyday conversations Practical Tip: Implement monthly or quarterly recognition initiatives, such as “Frontline MVP” awards or milestone celebrations. Small, frequent acts of appreciation have even greater influence than one-time ceremonies that could feel scripted or lack authenticity. Recognition isn’t just a feel-good gesture - it’s the key to higher engagement, stronger retention, & better performance of your frontline sheroes & heroes. A culture of recognition starts today. ➡️ 𝙒𝙝𝙤 𝙖𝙧𝙚 𝙮𝙤𝙪 𝙜𝙤𝙞𝙣𝙜 𝙩𝙤 𝙧𝙚𝙘𝙤𝙜𝙣𝙞𝙯𝙚 𝙩𝙤𝙙𝙖𝙮? 🍯