Recognition at work: a powerful lever for mental health and commitment

What if recognition at work was one of the most powerful fuels for workplace mental health? In 2025, a quarter of employees declared themselves to be in poor mental health. This may sound worrisome, but the data also shows us good news: organizations that rely on reconnaissance And the quality of life at work make all the difference.

The Mental Health Barometer & QVCT 2025 (Qualisocial x Ipsos) reveals that employees benefiting from a comprehensive prevention plan are 26% more likely to be in good mental health, and 20% more committed on a daily basis. On the other hand, When recognition and prevention are lacking, it's concentration, energy and the desire to get involved that wither away.

In short: recognition is not a “nice to have”, it is a strategic lever for retaining, motivating and strengthening trust. In a context where 91% of employees consider QVCT to be a priority issue for employers, it is time to rethink our practices: how to give more space to valorization, positive feedback and a corporate culture that puts people at the center?

Why does recognition at work make all the difference?

A universal human need, also valid in the office

Before being a managerial practice, recognition is first and foremost a fundamental human need: the need to feel seen, heard and valued. At work, this is reflected in simple actions (a thank you, positive feedback, the promotion of a successful project) but also in more structured practices (interviews, collective rituals, celebrations).

Definition: Recognition at work is the set of attitudes, words and actions that value a person for their investment, skills, efforts or results.

In other words, it's what makes everyone feel useful, legitimate, and appreciated in their role. And as this need is universal, it does not end at the office door: on the contrary, in a professional environment, it becomes a powerful lever of motivation and collective commitment.

Mental health and recognition: a winning combination

Recognition is not only a “cherry on the cake”, it is a A true pillar of mental health at work. Being recognized reduces stress, strengthens a sense of belonging, and builds self-confidence. On the other hand, The lack of recognition weakens : it generates frustration, loss of meaning and, ultimately, a deterioration in psychological well-being.

Our 2025 Mental Health & QVCT Barometer (Qualisocial x Ipsos) confirms this:

• An employee in good mental health has 2.4 times more ability to concentrate and 40% more commitment than an employee in poor mental health.
• Recognition acts as a catalyst here: it transforms daily efforts into positive energy, and fuels long-term motivation.

In short, saying “thank you” or valuing a contribution is not a detail: it is a gesture that protects the sanity and stimulates collective dynamics.

The numbers for 2025 are clear:

• 25% of employees say they are in poor mental health.
• Organizations that implement a comprehensive prevention plan (where recognition is central) have +26% of employees in good mental health and +20% of committed employees.
• 83% of employees benefiting from such a plan say that their mental health has improved.

For HR directors, it's a clear message: recognition at work is not just a question of “kindness” or social climate, it is a winning business strategy, which directly influences the performance, loyalty and attractiveness of the employer brand.

The lack of recognition at work: what are the impacts?

On the motivation and commitment of employees

When efforts are not seen or valued, Motivation runs out of steam quickly. Employees can continue to “do the job”, but without the same energy or the same level of commitment. This often results in a silent divestment : fewer initiatives, less creativity, less desire to go beyond the bare minimum.

Conversely, regular recognition acts as a driver: it reminds employees that what they do has an impact, that their actions matter for the organization. In other words, recognition feeds this virtuous circle: effort → valuation → motivation → reinvestment.

On the social climate and collective performance

Recognition is not only about the manager-employee relationship : it shapes the climate of the whole team. When she is absent, tensions often rise: everyone focuses on their own perimeter, successes are experienced alone, and cooperation crumbles.

Without recognition, the collective loses its bond : less support between colleagues, less shared celebration, and a feeling that “nothing is ever enough.”

Conversely, in an environment where successes, big or small, are recognized, teams develop a A sense of collective pride. Recognition then becomes a real factor of cohesion and global performance: more solidarity, more circulation of ideas, more desire to succeed together.

On mental health: stress, loss of meaning, isolation

The lack of recognition acts as gradual wear and tear. An employee who never hears “Bravo” or “Thank you” ends up doubting its value. This doubt can generate:

• From stress : feeling of always having to prove without ever being validated;
• Of the loss of meaning : feeling that one's efforts are useless;
• Of isolation : gradual withdrawal of collective dynamics.

These signals are not trivial: they weigh heavily on mental health and on the employee's perception of his future in the organization. Again, Recognition acts as a protective shield : it reduces the mental load, strengthens theSelf-esteem and restores a sense of legitimacy.

The different forms of recognition at work

Interpersonal recognition: a simple thank you that changes everything

The most immediate and often the most overlooked form is Spontaneous thank you. No need to wait for an annual interview or a seminar to recognize an effort: a word, a Slack message, a post in the team channel is sometimes enough to boost an entire day.

Example: a manager who publicly congratulates an employee for their creativity during a workshop, or a colleague who takes the time to thank for a helping hand received. These micro-gestures have a huge impact on the work climate.

HR tip : encourage managers and teams to establish simple rituals such as “the week's successes tour” or a digital “thank you wall” to standardize this recognition of daily life.

Formal recognition: rituals, feedback, interviews

Here, we are talking about more structured devices, part of HR practices:

• Individual interviews regular;
• Constructive feedback after a project;
• Highlighting during team meetings.

This type of recognition is essential because it gives institutional legitimacy to the successes. It shows that the organization takes the time to value contributions, not just numerical results.

example : an HR director who sets up a quarterly meeting dedicated not to goals, but only to successes and progress, for Give a positive feedback space.

Symbolic and collective recognition: valuing team successes

Recognition is not just individual: celebrating collective successes is a powerful lever for cohesion. This can involve internal communication that highlights a team, dedicated time during a seminar, or even a simple gesture such as sharing breakfast to mark the end of a project.

example : a company that, every month, involves a team in plenary meeting to present its “pride of the month” and share it with all employees.

Symbolic recognition reinforces the sense of belonging, creates positive references in the life of the company and fosters the pride of contributing to a common adventure.

How do you create a sustainable culture of recognition?

Regularly listen and diagnose the feelings of the teams

To create a lasting culture of recognition, it is essential to start with listen to employees. HRDs can set up short polls and anonymous to measure the feeling of recognition and appreciation within teams. Team meetings can also include time to share successes, efforts, and initiatives that deserve to be celebrated. This step makes it possible to identify the strengths, but also the areas where recognition is lacking, and to prioritize the most impacting actions. By regularly collecting this feedback, the company can adjust its practices and ensure that they really meet the needs of employees.

Train and equip managers to give positive feedback

Effective recognition cannot be improvised. It is essential to train managers to give accurate and honest feedback, which value the effort as much as the result. This can include practical workshops, communication guides, or concrete examples of recognition messages. Managers need to learn to recognize initiatives, creativity, and cooperation, and how to do so on a regular basis.

For example, A manager can systematize positive feedback after each project or take five minutes during team meetings to highlight an employee who has contributed to collective success. The objective is for recognition to become a natural and integrated reflex in daily management.

Create simple and regular moments of appreciation

Regularity is the key to making recognition a habit and a motivational engine. Simple practices can have a considerable impact: celebrating small victories every week, highlighting successes in the internal newsletter or the intranet, or even organizing a collective time to publicly thank the contributions of the teams. The important thing is to create visible and shared moments, which give concrete meaning to the work done and reinforce the feeling of belonging. Organizations that adopt these types of practices often see an improvement in the work environment and increased employee engagement.

Encourage peer-to-peer recognition

Recognition should not be reserved for managers: employees themselves can value their colleagues. Businesses can set up dedicated spaces, physical or digital, where everyone can share a thank you or a positive testimony to a peer.

For example, a Slack or Teams channel dedicated to the successes and contributions of teams makes it possible to make recognition visible and to spread a positive culture. These exchanges between colleagues reinforce cohesion, stimulate motivation and allow employees to feel seen and appreciated by their peers, in addition to being recognized by their hierarchy.

Recognition and mental health: a winning strategy for the future

More committed employees, less turnover

Regular recognition has a direct effect on employee engagement and retention. When employees feel seen and valued, they are more motivated, take more initiatives and are more involved in their missions. On the other hand, a lack of recognition generates frustration, demotivation and the risk of leaving. Setting up concrete valorization practices therefore contributes to reduce turnover and to maintain stable and efficient teams, while promoting a positive and sustainable work climate.

A better employer brand and an attractive organization

Recognition also plays a key role in the attractiveness of the company. Valued employees speak positively about their organization, which improves the employer brand and facilitates the recruitment of new talent. Communicating regularly on internal successes, sharing recognition initiatives and showing that every effort counts reinforces the image of a human company that is attentive to its employees. This positive culture attracts motivated, committed profiles who are ready to contribute to the organization over the long term.

Innovations and trends: hybrid recognition, digital tools, QVCT

With the evolution of work, recognition is adapting to hybrid and remote environments. Businesses can use digital tools to value employee contributions, such as feedback platforms, virtual success walls or recognition badges. In addition, integrating recognition into the policies of Quality of Life and Working Conditions (QVCT) helps to strengthen psychological safety, relationships and work organization. These initiatives show employees that the company cares about their well-being, while promoting long-term commitment and performance.

Recognition at work is much more than a polite gesture: it is a key lever for the motivation, cohesion and mental health of employees. Regular feedback, valorization rituals and recognition between peers create an environment where everyone feels seen, useful and encouraged.

In 2025, with mental health and quality of life at work as a priority for 91% of employees, establishing a sustainable culture of recognition is becoming a strategic challenge. Recognizing means protecting, motivating, inspiring and investing today in the future of your teams.

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