How Workplace Recognition Impacts Performance & Wellbeing

Cathie Leimbach • July 25, 2023

The recognition employees receive at work has a significant impact on their wellbeing – how well they feel their lives are going.


However, most employees do not feel adequately recognized at work for their performance, their efforts, or for being a valuable person. For people to have good mental health and be strong workplace performers, organizations need to place more importance on employee recognition and managers need to express appreciation more often and effectively.


Recent Gallup/Workhuman research indicates that 76% of those who feel they receive great recognition at work are high performers, 72% of them indicate they are thriving in life, and 37% of them are job searching.

63% of those who feel they receive inconsistent recognition at work are high performers, 58% or thriving in life, and nearly half of them (47%) are job searching.


However, only 33% of those who feel they receive poor recognition at work are high performers, only 39% are thriving in life, and 67% are job searching.


Many managers believe that recognition should only be given to employee who are achieving 100% of workplace expectations. However, individuals won’t become high performers if they aren’t acknowledged for the things they are doing right and supported to become better in their weak areas. Even poor performers overall should receive praise for the things they are doing right at work. They should receive friendly hellos in the morning. Those with good attendance can be acknowledged for being reliable. In the rare instances where an employee is not doing anything right, why are they still on the payroll?



Being recognized (noticed, appreciated, praised) enhances employees’ quality of life and workplace performance. Managers have a responsibility to regularly recognize their employees as valued human beings who are essential for organizational success.

Which day this week will you individually praise each one of your employees for one of their recent workplace successes?

The Empty Chair Is Trying to Tell You Something

By Cathie Leimbach • August 18, 2026
An empty workstation gets your attention. What caused it should keep your attention. When attendance becomes a problem, the first response is often to review the policy, document the absence, or find someone to cover the shift. Those things may be necessary. But they don't tell you why the problem is happening. A conversation might. Instead of starting with “Why do you keep calling off?” try “I've noticed you've missed several days recently. What’s going on?” Then listen. You may hear about something outside of work. But you may also discover frustration with a supervisor, conflict with a coworker, unclear expectations, scheduling difficulties, or an employee who no longer feels valued. Understanding the reason doesn't mean ignoring attendance expectations. It means you know what you're actually dealing with. Also, look for patterns. Is absenteeism higher on one shift? In one department? Under one supervisor? Did it increase after a schedule or leadership change? Those patterns may tell you where another conversation needs to happen. Most importantly, don't wait until attendance becomes a disciplinary issue to start talking. Check in with employees. Ask what's making their work harder. Ask what they need from their supervisor. And when someone raises a concern or makes a suggestion, be sure to tell them what action you are taking or why their idea won’t be implemented. The goal isn't to eliminate accountability. It's to address problems before accountability is the only conversation left. Conversation is Where Leadership Happens™ You Don't Need to Go It Alone. Bring your workplace people challenges to the FREE Workplace Conversations Clinic on September 21. Gain insights from Cathie Leimbach and other attendees. Register here for the FREE Workplace Conversations Clinic 

Is Absenteeism a Pain in Your Pocket?

By Cathie Leimbach • August 10, 2026
Absenteeism is expensive. Every unexpected absence costs more than a day's wages. Someone else may need to work overtime. Priorities get reshuffled, service slows, projects fall behind, and customers notice. Before long, absenteeism starts taking money right out of your pocket. That's why many organizations turn to attendance policies, incentives, disciplinary action, or tighter oversight. But what if those approaches are addressing the symptom rather than what's really going on? Most people don't wake up one morning and suddenly decide they don't care about their work. Disengagement usually happens gradually. People stop sharing ideas. They stop feeling heard. They begin doing only what's required. Eventually, some stop showing up. By the time absenteeism is brought to your attention, the real issue may have been growing for weeks—or even months. If absenteeism has become a recurring challenge, don't just ask, "How do we reduce call-offs?" Instead, ask "What happened before people stopped wanting to show up?" That question may lead you somewhere an attendance report never will—and may ultimately save far more than overtime costs. Attendance problems. Accountability. Difficult conversations. Team conflict. Every leader faces workplace people challenges, and few have been taught exactly what to do when they arise.  Talking through your challenges with others can be helpful. Ask questions of your network. Get some ideas online. Sometimes another perspective is exactly what you need to see the situation differently. You Don't Need to Go It Alone. Bring your workplace people challenges to the FREE Workplace Conversations Clinic on August 17. Gain insights from Cathie Leimbach and other attendees as you explore practical ways to handle the situations you're facing. Register here for the FREE Workplace Conversations Clinic