Keeping talented people has become harder. As of May 2024, more than half of U.S. workers are either actively job hunting or open to switching jobs. Many companies are now revisiting how they show appreciation. Internal awards still matter, but outside recognition is gaining ground. The Global Recognition Awards offers a way to recognize employees publicly, and it is making a clear difference in helping people stay.
External recognition often feels more genuine to employees. Internal rewards can feel routine over time, while outside honors suggest someone has done something exceptional. That kind of validation builds confidence and strengthens the connection to the company.
Why Recognition Keeps People Around
Between 2022 and 2024, research showed that employees who received strong recognition were 45% less likely to leave over two years. When that appreciation came in timely, meaningful ways that matched the workplace’s values, the number went up to 65%, helping keep teams together.
People want to know their work matters. When that happens, it gives them purpose. That connection often outweighs offers from other employers, especially when the recognition feels thoughtful and personal.
Losing good people costs a lot. Replacing an entry-level hire can cost half their salary. Mid-level roles can cost 150% of annual pay, while top or specialized jobs can run four times that. High turnover also hurts morale, breaks up teams, and slows down progress — costs that add up even when they are not easy to see. Recognition is a relatively low-cost investment compared to these losses, making it one of the more practical employee retention strategies.
Why Money Alone Does Not Work
Raises and bonuses help, but they often miss the mark. Amy Whillans of Harvard Business School says, “Cash matters in people’s lives, but it’s not all that matters. What really matters in the workplace is helping employees feel appreciated.” That helps explain why financial rewards on their own often fall short.
Recognition tied to what the company stands for makes a bigger difference. In 2024, 60% of companies connected their recognition programs to their values, up from 50% in 2012. This consistency helps teams know what great work looks like.
“When you win an award, it tells you and the people around you that your work matters,” says Jethro Sparks, CEO of Global Recognition Awards. “It was built to give more businesses a way to show that appreciation in a meaningful way.” For employees, being recognized beyond their workplace makes the moment even stronger.
How Global Recognition Awards Works
Global Recognition Awards gives companies a clear way to spotlight individual and team achievements across fields such as healthcare, education, and technology. It focuses on leadership, impact, and meaningful contributions.
What makes it different is its judging process. It uses the Rasch model, a statistical method that helps compare entries fairly. This helps remove bias and avoids decisions based on popularity or office politics.
Nominations can come from anyone — colleagues, clients, or the companies themselves. A group of reviewers with deep experience in their fields goes through each entry. Their outside perspective helps keep the process fair and grounded.
When companies nominate someone through the Global Recognition Awards, it shows they value talent and want that talent to be seen. It can also help attract people who care about doing meaningful work and want to feel seen for it.
Making Recognition Part of the Plan
To use this kind of recognition well, HR teams should keep track of achievements throughout the year. A good nomination focuses on clear results that match what the program asks for, things like leadership, creativity, or impact.
The submission process is simple. It asks for basic details and a short write-up explaining why the person deserves recognition. Adding details like project summaries, performance data, or peer feedback can help tell a fuller story.
Once a nomination is in, companies can share the news internally. Announcing nominations through company messages or social media builds momentum and boosts morale across the team.
What Recognition Delivers
Companies can track how this kind of recognition pays off. Retention data before and after programs are implemented shows how well they work. Surveys that ask people how appreciated they feel can also offer useful insights.
Avoiding the cost of replacing experienced employees is a major benefit. When companies keep just one senior-level employee by showing appreciation, it can save hundreds of thousands of dollars. These programs often make the entire business stronger.
Some companies that use strong recognition programs report results that are up to 12 times better than those that do not. And with 79% of employees saying lack of appreciation drives them to leave, external recognition is a practical solution to a real problem.
Whether internally or externally, knowing how to reward employees in ways that feel real and lasting is no longer optional. External recognition gives companies another way to support and keep their top people. It creates moments that stick and helps build a sense of value that is hard to replace.
