Reward and recognition done well is way more than a ‘tick-box’ benefits programme, it’s a behavioural engine that fuels engagement, performance, loyalty and commercial success.
A well-designed reward and recognition programme is one of the most effective ways to motivate employees, improve performance, and build culture. But to make it truly impactful, two simple questions matter the most:
- Which behaviours should we reward?
- What reward level is right to drive those behaviours?
Start with the “why”
Before launching any reward and recognition initiative, define your purpose.
Are you aiming to increase engagement, improve retention, drive sales, or strengthen culture? Your “why” becomes the foundation for everything else, from communication tone to reward structure.
Identify the right behaviours to reward
Reward programmes work best when they recognise specific, observable behaviours.
A useful framework includes three categories:
- Foundational behaviours: Living the company values — teamwork, collaboration, integrity.
- Performance behaviours: Meeting or exceeding key metrics like sales targets, customer satisfaction, or quality improvements.
- Inspirational behaviours: Going above and beyond — leading initiatives, mentoring colleagues, or driving innovation.
By rewarding all three, you create a culture that values both effort and outcomes.
Determine the right reward level
The value of a reward should match the significance of the behaviour it celebrates.
A tiered system works best:
The goal is to make rewards feel earned and meaningful, not transactional.
Use points to enhance flexibility
Rewarding in points gives participants the freedom to choose what matters to them, whether it’s merchandise, experiences, gift cards, or travel.
Points also allow for:
- Budget control through flexible allocation
- Micro-recognition without large payouts
- Personalisation, which increases perceived value
This freedom of choice transforms recognition into a powerful motivational tool.
Measure and adapt
Track participation rates, redemption data, and engagement metrics. Use insights to fine-tune reward levels, recognition frequency, and communication.
Over time, your data will reveal which behaviours are truly driving results, and which need reinforcement.
Make recognition meaningful
Remember: authenticity beats extravagance.
Even a small reward has big impact when it’s:
- Timely (recognised soon after the action)
- Public (shared visibly across the organisation)
- Personal (explains the “why” behind it)
A culture of recognition doesn’t happen overnight, but with the right structure, it becomes self-sustaining.
By aligning rewards with meaningful behaviours and offering the right balance of value, flexibility, and recognition, you can create a culture where people don’t just work for pay, they work with pride.
