Recognition at work is a key lever for employee engagement and motivation. However, not all generations perceive recognition in the same way. Millennial employees (born between 1980 and 1996) and Generation Z employees (born between 1997 and 2012), who make up a growing share of the workforce, have specific expectations that differ from those of their elders.
How can we offer recognition that is adapted to the expectations of these generations? What approaches should we promote to strengthen their commitment? This is what we will explore in this article.
Recognition: a determining factor in retaining young employees
A US study of adults aged 18 to 38 tells us that 78% of Generation Z employees and 43% of millennials are considering changing jobs in the next 2 years. However, 79% of them say that greater recognition from their employer could make them more loyal.
Recognition marks are therefore essential in order to ensure better retention of staff belonging to these generations. But how can we offer them recognition that corresponds to their needs and expectations?
Recognition Preferences
Unlike previous generations, who primarily value stability and formal recognition in the form of promotions or bonuses, millennial and Gen Z workers seek more frequent and informal signs of appreciation. Having grown up in the age of social media, they are accustomed to instant communication and expect this dynamic to be reflected in their work environment as well.
Beyond the financial aspects, these generations prefer recognition that gives meaning to their work. Feeling valued does not come down to an annual bonus for them: they want their contribution to be recognized at its fair value on a regular basis. They want to feel that their work has a real impact and that they are considered as unique individuals, not interchangeable.
What recognition strategies work best?
Millennials and Gen Z’s expectations for recognition require approaches that are tailored to how they operate. They’re looking for more frequent feedback, recognition that’s embedded in the company culture, and rewards that reflect their values and aspirations.
To meet these needs, here are some effective strategies:
1. Focus on instant and social recognition
Younger generations are accustomed to fast interactions and real-time feedback. Recognition must be immediate and visible to be effective.
- Encourage managers to provide instant feedback, for example in meetings or through an internal communications platform.
- Promote recognition among colleagues by establishing a culture where everyone makes a habit of highlighting the successes of others, whether in person or virtually.
- Celebrate successes by regularly publishing achievements on the intranet or in a newsletter.
2. Prioritize intrinsic motivation levers
These generations value learning, autonomy and life balance as much as financial rewards.
- Offer more flexibility, for example flexible hours or the possibility of teleworking.
- Promote professional development through training and mentoring.
- Highlight the impact of the employee's work by sharing concrete results or customer testimonials.
3. Integrate recognition into corporate culture
Recognition should be a habit, not an exception. A structured framework ensures its continuity.
- Create a recognition program with tailored rewards, such as extra days off, training, or personalized experiences.
- Train managers to recognize their teams regularly, for example by organizing workshops on the importance of positive feedback or on integrating recognition into daily interactions.
- Use digital tools to make recognition seamless and accessible, such as an internal platform, a digital noticeboard or a specific section in the intranet.
4. Opt for customization
A one-size-fits-all approach is not enough: recognition must adapt to individual preferences.
- Offer a choice of customizable rewards, such as gift cards of your choice, a wellness budget, a subscription to services (sports, culture, learning) or the possibility of making donations.
- Enhance the experience with enriching opportunities, such as events or conferences.
- Customize recognition according to the employee's preferences, for example by offering a gift card redeemable for a variety of rewards to suit all tastes.
Adapting recognition to better mobilize new generations
Millennial and Gen Z employees are looking for a work environment where they feel valued, heard, and engaged. Unlike previous generations, who favored more formal, hierarchical recognition, they expect frequent, instant, and personalized feedback that is integrated into their daily lives.
Adapting business practices by focusing on social recognition, flexibility and development opportunities not only helps meet their expectations, but also ensures a future where talent remains engaged and fulfilled.
Pascale Hubert
Web Writer