How to Turn Recognition Into a Measurable Driver of Engagement, Retention, and Performance

About the Panel Discussion

Employee engagement is moving in the wrong direction, and the cost of getting this wrong is too high for HR leaders to treat recognition as a soft, secondary priority. In the latest Gallup State of the Global Workplace report, employee engagement around the world sank to 20%. In Europe, engagement is even lower at just 12%, making it the weakest region globally. Against that backdrop, recognition and rewards are rising in importance because they go to the heart of whether people feel seen, valued, connected, and motivated to give their best at work.

The opportunity is much bigger than appreciation alone. Recognition can help shape the behaviours your organisation wants more of, strengthen manager and employee connection, and create a stronger sense of meaning in the day-to-day employee experience. It can also give leaders better visibility into how work is happening across the organisation by revealing where contribution, collaboration, effort, and values are showing up in real time. That matters even more now because recognition is directly tied to engagement, and recognition for doing good work remains one of the core signals associated with whether employees feel connected to their work at all. Organisations that invest well here can improve retention, lift productivity, strengthen culture, and create a more rewarding employee experience. Those that do not risk deeper disengagement, lower performance, and a workforce that gives time but not energy.

Join a live interactive panel discussion where you will learn how leading organisations are using recognition and rewards to tackle disengagement, how they are reinforcing the behaviours and cultural signals they want more of, how recognition can create better visibility into workforce contribution, and how to make recognition a more measurable driver of retention, productivity, and business performance.

Discussion Topics

• Recognition that drives engagement: How to use recognition more deliberately to strengthen connection, motivation, and discretionary effort.

• Rewards that shape behaviour: How to reinforce the actions and values your organisation wants to scale.

• Better visibility into performance: How recognition data can reveal patterns in contribution, collaboration, and culture.

• Stronger business outcomes: How to connect recognition and rewards more clearly to retention, productivity, and performance.