Employee Recognition Glossary
360-Degree Recognition
Recognition that flows in all directions within an organization - peer-to-peer, manager-to-employee, employee-to-manager, and across departments.
Example: A team member receiving kudos from colleagues, their manager, and someone from another department
Appreciation Gap
The difference between how much recognition employees want to receive versus how much they actually receive.
Example: Surveys showing 80% of employees want more recognition but only 30% feel adequately recognized
Behavioral Recognition
Acknowledging specific behaviors and actions rather than just results or outcomes.
Example: Recognizing someone for 'always being helpful to new team members' rather than just 'good work'
Culture of Recognition
An organizational environment where appreciation and acknowledgment are regular, expected, and valued behaviors.
Example: A workplace where giving and receiving kudos is as natural as saying good morning
Discretionary Effort
The extra work employees choose to do beyond their basic job requirements when they feel engaged and valued.
Example: Staying late to help a colleague or suggesting process improvements without being asked
Employee Engagement
The emotional commitment employees have to their organization and its goals, leading to better performance.
Example: Team members who care about company success and actively contribute beyond minimum requirements
Gallup Q12
A widely-used 12-question survey that measures employee engagement levels across key workplace factors.
Example: Questions like 'In the last seven days, I have received recognition or praise for doing good work'
Intrinsic Motivation
Internal drive to perform well based on personal satisfaction, purpose, and fulfillment rather than external rewards.
Example: Feeling proud and energized by meaningful recognition from peers versus just receiving a bonus
Kudos
Recognition, praise, or acclaim given for achievement. Originally from Greek meaning 'glory' or 'fame.'
Example: Giving kudos to a teammate who solved a difficult problem or helped during a busy period
Microrecognition
Small, frequent moments of appreciation for everyday contributions and behaviors.
Example: A quick 'thanks for jumping in on that call' or 'I appreciated your insight in the meeting'
Net Promoter Score (eNPS)
Employee Net Promoter Score - measures how likely employees are to recommend their workplace to others.
Example: Asking 'How likely are you to recommend this company as a place to work?' on a 0-10 scale
Peer-to-Peer Recognition
Appreciation and acknowledgment given between colleagues at the same organizational level.
Example: Team members recognizing each other's contributions through Slack kudos or team shout-outs
Psychological Safety
A shared belief that team members can express ideas, concerns, and mistakes without fear of negative consequences.
Example: Team environments where people feel safe to ask questions, admit errors, and share creative ideas
Recognition Bias
The tendency to consistently recognize certain types of people, behaviors, or achievements while overlooking others.
Example: Always recognizing the most vocal team members while missing contributions from quieter colleagues
Recognition Fatigue
When recognition becomes so frequent or generic that it loses meaning and impact.
Example: Generic 'great job' messages that don't specify what was actually done well
Recognition Lag
The delay between when recognition-worthy behavior occurs and when acknowledgment is given.
Example: Waiting until a quarterly review to recognize something that happened weeks or months earlier
Recognition Ritual
Regular, structured practices for acknowledging and celebrating team achievements.
Example: Weekly team meetings that start with peer recognition or monthly celebration ceremonies
Social Recognition
Public acknowledgment of achievements that allows others to see and celebrate contributions.
Example: Posting kudos in team Slack channels where everyone can see and add their own reactions
Spot Recognition
Immediate acknowledgment given at the moment good behavior or achievement occurs.
Example: Giving kudos right after someone helps with a problem rather than waiting for a formal review
Values-Based Recognition
Acknowledging behaviors and achievements that specifically demonstrate company values and culture.
Example: Recognizing someone for 'living our collaboration value' by helping across team boundaries
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