Anne-Sophie, Director of the Altrum Recognition Business Line
Anne-Sophie is the Director of the Altrum Recognition Business Line and a proud third-generation member of the founding family. She is dedicated to advancing Altrum’s legacy by delivering innovative solutions that enhance workplace culture and drive employee engagement. Guided by Altrum’s mission—to celebrate and inspire—she empowers organizations to build workplace cultures where recognition is the cornerstone of success.
Employee engagement is not just a trendy term—it’s the cornerstone of a successful workplace. Research consistently demonstrates that engaged employees are more productive, profitable, and committed. For example, a Gallup analysis shows that teams with engaged employees achieve 21% greater profitability and 17% higher productivity
Engagement strengthens workplace relationships, enhances performance, and supports mental well-being. Managers, as the frontline drivers of engagement, play a crucial role in bridging organizational goals with the workforce. Yet, many managers lack formal training in one of the most powerful tools for engagement: employee recognition. Recognition isn’t about grand gestures or annual awards—it’s about regular, meaningful acknowledgment that reinforces employees’ value and contributions.
Despite significant investments in skill development, a key challenge remains: how can managers be equipped to deliver impactful recognition and foster genuine connections within their teams? And how can we empower them to use this essential tool effectively? Below, we explore strategies to empower managers as champions of employee engagement.
1. Foster a Culture of Recognition from the Top
We know that recognition should be everyone’s responsibility, but leadership at all levels still plays a critical role in setting the tone for employee engagement. When senior leaders and managers model recognition behaviours, it creates a ripple effect throughout the organization. By sharing success stories of how meaningful recognition has positively impacted teams, organizations can inspire leaders to strengthen a culture where everyone feels valued and motivated.
2. Equip Managers with Tools for Engagement
To make recognition a seamless part of their workflow, managers need access to the rig tools and resources:
● Digital Recognition Platforms: These platforms enable managers to give timely and consistent recognition, ensuring that achievements and contributions are celebrated across the organization. They also encourage collaboration by making recognition visible, reinforcing a culture where acknowledgement and appreciation thrive.
● Trainings, Templates and Guides: Organizations can provide managers with structured training programs that not only emphasize the importance of recognition but also teach practical, actionable techniques for delivering meaningful acknowledgment. Supplement these programs with easy-to-use toolkits, including templates for recognition messages, creative award ideas and strategies for fostering
impactful acknowledgement. These resources empower managers to recognize effectively while saving time and effort.
● Gamification: Incorporate elements of fun and friendly competition into engagement efforts, such as recognition challenges or reward programs, to encourage consistent and enthusiastic participation from managers.
3. Create Metrics to Measure and Celebrate Engagement Efforts
To ensure accountability and encourage consistent practices, organizations can integrate engagement metrics into managers’ performance evaluations. Tools like pulse surveys and employee feedback forms can gauge the effectiveness of recognition efforts. Recognizing managers who excel in engagement—through awards or shoutouts—can reinforce these behaviours across the organization.
4. Encourage Regular Check-ins and Feedback Loops
Regular one-on-one meetings provide managers with opportunities to connect with employees on a deeper level. These check-ins are not just for task updates but for genuine conversations about employees’ needs, challenges, and successes. Active listening—a skill managers should be trained in—is essential to making these interactions meaningful.
5. Recognize and Reward Managers for Their Engagement Efforts
Managers who excel in fostering employee engagement should be acknowledged for their contributions. Peer-to-peer recognition for managers can be particularly powerful, creating a sense of camaraderie and shared learning. Highlighting their efforts publicly also motivates others to prioritize engagement.
6. Encourage Managers to Build Trust and Relationships
Trust is the foundation of employee engagement. Managers can build trust by demonstrating empathy, genuinely caring for their teams’ well-being, and fostering a sense of belonging. Team-building activities and collaborative projects can strengthen relationships within teams, leading to a more engaged and connected workforce.
Recognition is not just a management tool – it’s the foundation of a connected, engaged, and high-performing workforce. When organizations prioritize the right programs, training, and technology, they cultivate environments where employees feel genuinely valued, motivated, and inspired to bring their best to work every day. In today’s highly competitive job market, fostering employee engagement is no longer optional – it’s essential for business success.
When recognition becomes a seamless part of daily workflows, managers transform into champions of engagement and connection. The result? Stronger relationships, elevated morale, and an entire workforce that thrives together.
Anne-Sophie is the Director of the Altrum Recognition Business Line and a proud third-generation member of the founding family. She is dedicated to advancing Altrum’s legacy by delivering innovative solutions that enhance workplace culture and drive employee engagement. Guided by Altrum’s mission—to celebrate and inspire—she empowers organizations to build workplace cultures where recognition is the cornerstone of success.
