How Workplace Recognition Impacts Performance & Wellbeing

Cathie Leimbach • July 25, 2023

The recognition employees receive at work has a significant impact on their wellbeing – how well they feel their lives are going.


However, most employees do not feel adequately recognized at work for their performance, their efforts, or for being a valuable person. For people to have good mental health and be strong workplace performers, organizations need to place more importance on employee recognition and managers need to express appreciation more often and effectively.


Recent Gallup/Workhuman research indicates that 76% of those who feel they receive great recognition at work are high performers, 72% of them indicate they are thriving in life, and 37% of them are job searching.

63% of those who feel they receive inconsistent recognition at work are high performers, 58% or thriving in life, and nearly half of them (47%) are job searching.


However, only 33% of those who feel they receive poor recognition at work are high performers, only 39% are thriving in life, and 67% are job searching.


Many managers believe that recognition should only be given to employee who are achieving 100% of workplace expectations. However, individuals won’t become high performers if they aren’t acknowledged for the things they are doing right and supported to become better in their weak areas. Even poor performers overall should receive praise for the things they are doing right at work. They should receive friendly hellos in the morning. Those with good attendance can be acknowledged for being reliable. In the rare instances where an employee is not doing anything right, why are they still on the payroll?



Being recognized (noticed, appreciated, praised) enhances employees’ quality of life and workplace performance. Managers have a responsibility to regularly recognize their employees as valued human beings who are essential for organizational success.

Which day this week will you individually praise each one of your employees for one of their recent workplace successes?

Why Leadership Skills Matter More Than Ever in 2026

By Cathie Leimbach • January 6, 2026
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Looking Ahead to a Fruitful 2026

By Cathie Leimbach • December 30, 2025
As the New Year approaches, it’s a natural time to look forward and ask what you want the next chapter to bring. One simple way to reflect to ask yourself three questions to create a stronger year ahead, what should you: Stop?, Continue?, and Start? Stop focusing energy on habits, meetings, or expectations that no longer serve you or your team. This might mean letting go of outdated processes, unnecessary urgency, or ways of working that drain momentum without adding value. Continue the practices that helped you gain traction this year. Think about what worked—perhaps clear communication, strong collaboration, consistent follow-through, or time spent developing people. These are the behaviors worth protecting and reinforcing. Start being intentional about what will move you forward in 2026. This could include setting clearer priorities, investing in leadership development, building healthier team rhythms, or creating space for innovation and growth. Taking time to reflect now helps you enter the New Year with purpose rather than pressure. Small, thoughtful shifts can create meaningful impact over time. Ready to turn reflection into action?  👉 View our Stop • Continue • Start Worksheet for a simple, practical way to reset priorities, build on what’s working, and step into 2026 with clarity and momentum.