According to studies by Gallup, SHRM, and Workhuman, organizations that apply systematic recognition practices increase employee engagement by up to 25%, reduce unwanted turnover by 31%, and improve productivity by more than 20%. Furthermore, they achieve significant advances in customer satisfaction and work climate—crucial elements in an increasingly competitive market focused on the human experience of work.
In large organizations, where diverse cultures, generations, and work realities converge, an authentic culture of recognition acts as an emotional bridge that connects people to the company’s purpose, their leaders, and each other. It is, in essence, a form of leadership that transcends hierarchies and geographies, promoting behaviors aligned with corporate values and facilitating a more humane and effective talent management. When recognition is genuine, timely, and frequent, it creates an environment where people feel acknowledged, valued, and motivated to give their best.
Beyond its visible impacts on performance, recognition fulfills a vital strategic function: it strengthens the sense of belonging. In globally distributed organizational structures, this sense of belonging becomes a competitive differentiator. An employee who feels appreciated is more loyal, more creative, and more resilient in the face of challenges. Recognition can truly transform the work environment, to turn effort into pride, and individual achievement into a collective celebration. It is, ultimately, an emotional investment that yields sustainable results.
One of the greatest challenges, and at the same time, a great opportunity in contemporary organizations is managing multigenerational teams with different needs, expectations, and motivations. For new generations, such as Gen Z and Millennials, recognition is not an additional benefit: it is an essential element of the work experience. These generations value receiving constant, close, and horizontal feedback. They seek spaces where their authenticity, creativity, and adaptability are recognized. They wish to be valued not only for what they achieve, but also for how they achieve it and for the values they embody along the way.
On the other hand, for generations like Gen X and Baby Boomers, recognition takes on another nuance: it becomes a validation of their experience, a way to highlight their legacy, and an incentive to continue contributing in increasingly digital and changing environments. Furthermore, well-applied recognition promotes intergenerational mentoring, fosters reciprocity, and favors a culture of mutual respect that strengthens organizational cohesion.
In this context, leadership with gratitude is positioned as a critical competency for our times. Leaders who integrate recognition into their management style not only boost team morale but also build inclusive, resilient, and development-oriented cultures. Recognizing involves observing attentively, valuing with empathy, and expressing gratitude authentically. It also means recognizing not only visible results but also consistent behaviors, lessons learned, sustained efforts, and the values demonstrated at every step.
At Evertec, we have evolved our recognition practices toward more integrated, digital, and democratic models. Technology has allowed us to enable platforms where any employee, regardless of their level or location, can recognize another in real-time, making recognition an accessible, spontaneous, and meaningful experience. Additionally, recognition is increasingly being integrated into performance management and continuous feedback processes, reinforcing its link to strategy and results.
Another of our focuses is the celebration of micro-achievements. We no longer wait solely for major goals or corporate milestones to recognize daily progress and the small victories that sustain long-term success are valued. Likewise, equity and inclusion are prioritized in our recognition program, ensuring that all teams, functions, and regions have the opportunity to be seen and celebrated. These advances help build a fairer, more cohesive, and participatory culture, where every contribution counts, and every voice has a space to be recognized.
In our recognition ecosystem, we also highlight the space to celebrate extraordinary, high-impact contributions to the business. This is where our Chairman’s Award, Evertec’s highest recognition program, becomes relevant. This distinction honors those employees who, in addition to consistently demonstrating our organizational values and behaviors, become role models for their outstanding impact or high visibility within the company. Most significantly, these recognized individuals emerge from the voices of their own peers, who identify them as benchmarks of excellence, integrity, and commitment. The Chairman’s Award thus represents the pinnacle of a culture that recognizes everything from the everyday to the exceptional, strengthening the sense of collective purpose and the pride of belonging.
In a world driven by digital transformation, automation, and the search for purpose, cultivating a culture of recognition is more than a one-time action; it is a way of doing business that puts people at the center, values their effort, and celebrates their talent with genuine gratitude. In doing so, belonging is sown, teams are inspired, and trust is strengthened, creating the ideal conditions for engagement, innovation, and cultural sustainability. To recognize is not just to thank: it is to lead with purpose and humanity.
Recognition done right is strategic, human, and profoundly transformative.”