Insights

More and more CHROs and People leaders are realizing that traditional recognition tools just aren’t cutting it when it comes to building a strong, authentic workplace culture. While platforms like Nectar offer basic peer-to-peer shoutouts, they often stop short of delivering what modern, culture-first organizations actually need.

Engagement scores that are flat or falling without clear action paths for improvement, and retention challenges that traditional solutions can’t solve. Traditional HR software hasn’t fixed the problem. But recognition, when done right, can.

In a world dominated by workplace pessimism, rising anxiety, and record levels of employee disconnect, one overlooked tool stands out as a quiet revolution: pride. Not just the kind that shows up in annual surveys or mission statements, but everyday, observable pride in your work and your workplace.

As the tech industry grapples with unprecedented layoffs in 2025, the ripple effects extend beyond the companies directly involved, impacting client organizations that rely on these vendors for critical services. The stability of vendors, particularly those providing employee engagement solutions, has become a focal point for businesses aiming to maintain morale and productivity during turbulent times.

In today’s rapidly evolving workplace, there’s a notable shift from traditional employee engagement initiatives toward facilitating deeper employee fulfillment. This transition emphasizes not just participation but also a profound sense of purpose and pride in one’s work. Understanding and facilitating this shift is crucial for organizations aiming to enhance employee happiness and overall well-being.

When recognition is done right, it fosters a positive workplace culture of camaraderie, well-being, and productivity — effectively combatting challenges like employee stress and low engagement. In fact, a recent study found that among professionals who are highly satisfied, nearly three-quarters reported receiving recognition at least a few times per month.

Nearly every CEO I meet understands the importance of employee engagement. They believe in the power of recognition. They know that engaged employees are more productive, that culture drives retention, and that a motivated workforce leads to better business outcomes. But here’s the problem—too many leaders stop at believing. They’re not actually investing. They’re not putting their budget where their values are. And the cost of inaction is adding up.

As a performance management tactic, year-end reviews are a valuable tool for promoting employee development and aligning individual tasks with broader company strategy. Research has found that companies that focus on their people’s performance are 4.2 times more likely to outperform their peers.

Improving retention is a critical endeavor for healthcare HR teams, for a multitude of reasons. Higher attrition improves everything from company margins, to patient outcomes, to organizational standing. But in an industry grappling with widespread burnout, how can HR teams rebuild employee engagement and loyalty? Research shows that cultivating a positive healthcare workplace culture can counterbalance the many inherent pressures of healthcare work.

Amidst ongoing labor shortages and widespread skills gaps, companies are struggling to attract and retain top talent. The average time to hire is at an all-time high, while worker satisfaction is at an all-time low. The result? HR leaders are spending more time and money on workforce management than ever before.

How can we combat this scourge of stress and create workplaces that radiate wellness and joy? The key is supportive, human-focused leadership. By prioritizing employee well-being and workplace mental health, supportive leadership can steer companies toward higher employee satisfaction, productivity, and profits.