Most motivational methods were developed in an era where work – and workers – were different. Intrinsic rewards are the positive emotional charges employees get from, and for their work. Ranging in size from quiet satisfaction to an exuberant “Yes!” Social Recognition is a simple forum for the progress, purpose and competence reinforcements that help keep employees and managers engaged in, and passionate about their work.

Aligning strategy and people through shared values is key to an engaged workforce. The tie between values, sustainability and business success is universally moving company values from the last page to the front page of every corporate strategy. Social recognition is helping leadership teams embed their company values across the employee and customer experience.

Recognition is a key culture tool in today’s workplace, making it social is a culture shift. In the social age, employees have their own thoughts and feelings about who, and what makes their work successful and rewarding. Social recognition brings this valuable expression to the forefront of your culture. Creating greater visibility of what you do well, while building genuine relationships and friendships that make a winning culture.

Visible and inspiring leaders are closely associated with an engaged workforce. Employees want to know what leaders see, what they say, and how they say it. However, many engagement strategies continue to struggle with leadership buy-in. Social recognition is an online forum dedicated to the positive, ensuring leaders can easily observe, be informed and appreciate what they feel employees and teams do well.

Being ethically lead is a priority for every company. An organisation’s decisions and the actions of its people are impacting brand, loyalty and revenue like never before. Social recognition is the day to day application for highlighting and rewarding the right people and behaviour, as it happens. Celebrating the example setters and encouraging every employee to hold up the right thing.

The investment in wellbeing is about the psychological health of employees, not just the physical. It’s official, giving is good for our health. Social recognition ensures employees, and not just managers, can find the emotional highs, and motivational opportunities that reduce stress, increase happiness and connect us to our work. Allowing HR to introduce gratitude, recognition and giving into the lives of every employee.

Line managers affect the atmosphere, focus and self-belief within every team. As engagement strategies mature and concentrate on the employee and manager relationship, the “right” manager behaviour has never seen such scrutiny. Social recognition is helping managers create a reduced sense of hierarchy and collaborative working so desired by employees.

Future employees want to see what you do, not what you say you do. Today’s employees are looking past public relations and promises, they want an authentic layer beyond what the company says. Social recognition mixes storytelling, with story doing. Showing prospective employees the actions and commitment of the company, providing a glimpse into your “real” culture.

Employee recognition ignored trust until it became social. Managers and reward dominated. As HR adapts to the workforce of the future, social recognition is meeting the need for a more natural, hierarchy neutral recognition activity, which is based on trust. Encouraging employees to share the work and the values that matter to them. Embracing employee recognition as a matter of perspective.

The profits and brand values of the future will be built upon strong organisational values and culture. Culture is the collective behaviour and shared assumptions that guide and affect how employees identify with an organisation. Social recognition cuts through history, perceptions and subcultures by helping employees see, and contribute to a culture they can believe in.