Why Employees Leave. 4 Ways Recognition Can Slow Resignation.

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Aug 2022
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A woman is holding a box of her belongings in a hallway.

Author: Carlee Sawyer, Managing Director, Western Canada, O.C. Tanner

The truth is many employees aren’t leaving their jobs for a similar job with better pay. They are leaving for completely different careers that give them more control and flexibility over their lives.  McKinsey finds that while employers think better pay and benefits will attract and keep their people, what employees really want from their companies is to feel valued, a sense of belonging, control over their careers, and flexibility and autonomy in their jobs. 

Flexibility in when, where, and how employees do their work. Research from the 2022 Global Culture Report indicates that some tasks are easier to do at home, while others are better done in the office.  When employees have schedule and location flexibility, there is a 77% increase in retention and 41% increase in engagement.

Employees also want more control over their work and careers.  Autonomy includes an increased sense of ownership and more say in the projects they work on, the type of work they do, and how that work gets done.

Harvard Business Review reports that true flexibility at work is conditional upon employees’ ability to “exercise it in a way that best fits them. In other words, it’s conditional upon autonomy.” Flexibility and autonomy, according to the research, go hand in hand.

Just as organizations learned to accommodate remote work during the pandemic, they must now adjust to accommodate employee needs for even more flexibility and autonomy.

Four Ways Employee Recognition Helps

1) RECOGNITION HELPS REMOTE EMPLOYEES STAY CONNECTED.

Employees who have strong connections at work have better experiences, do more great work, and are less likely to experience burnout.  The best workplaces use frequent employee recognition to connect employees to purpose, accomplishment, and one another. Recognition connects employees to purpose by affirming how their great work contributes to and furthers the organization’s mission.

It also celebrates employee accomplishments and connects them to the company’s success. And recognition builds connections between givers and receivers, helping to build strong team connections and ensuring that they feel seen and know they belong.

More recognition leads to more connection. Recognition for everyday efforts, above and beyond accomplishments, and career milestones leads to higher engagement, feelings of inclusion, and better wellbeing.

A table showing the impact of recognition programs on hybrid employees


 

2) RECOGNITION INCREASES FEELINGS OF BELONGING.

Recognition, when done well, shows employees they are valued as an individual for their unique contributions and bringing their whole selves to work. It demonstrates that they are an integral part of and belong on the team and at your organization.

Meaningful recognition builds belonging and inclusion by ensuring that all employees feel like they fit in the organization, are appropriately utilized, and valued, and are welcomed in every setting. No matter where employees are working from, even if they aren’t physically together, recognition can bridge the distance gaps and help them feel they are part of the team.

When recognition is an integrated part of an organization’s culture, employees are:

  • 4x more likely to feel high inclusion
  • 22% less likely to feel high exclusion
  • 13x more likely to feel they belong at the organization

And when companies celebrate successes together, employees are 20X more likely to feel connected and want to stay.

3) RECOGNITION HELPS WITH CAREER DEVELOPMENT.

In the new flexible workplace, companies need a robust strategy for career development.  For hybrid employees, career development is crucial to a successful employee experience.

Recognition showcases the great work and careers of all employees, not just those in the office. It highlights employee accomplishments and skills to others across the organization, paving the way for opportunities to network, work on special projects, and develop skills.

And it builds a sense of ownership, expertise, and autonomy. By recognizing small wins and efforts along the way, leaders see an 83% increase in engagement and a 136% increase in employees feeling like a subject matter expert at their organization. 

4) RECOGNITION REINFORCES OWNERSHIP OF WORK AND BUILDS AUTONOMY.

It shows employees have taken the lead, innovated, and did something great on their own. Recognition calls out and rewards autonomous actions that lead to success.

Give employees autonomy and provide a flexible program so they can give recognition for whatever great work they see, from wherever they are. Empower them to own the recognition experience, without unnecessary approvals, and personalize each recognition moment for the recipient. Integrate recognition into your company culture so employees can easily recognize and be recognized for their work.

Recognition increases the likelihood of autonomy satisfaction by 225%

– 2022 GLOBAL CULTURE REPORT, O.C. TANNER INSTITUTE

Recognizing and appreciating great work creates a thriving culture so employees, no matter where they are working from, feel valued and want to stay. 

The logo for o.c. tanner is a colorful star with a diamond in the center.

 

 O.C. Tanner is the global leader in software and services that improve workplace culture through meaningful employee recognition experiences. Learn more at  octanner.com .

 

The views and opinions expressed in this blog post belong solely to the original author(s) and do not necessarily represent the views and opinions of CPHR Alberta.


 

 

 

The views and opinions expressed in this blog post belong solely to the original author(s) and do not necessarily represent the views and opinions of CPHR Alberta.



Leadership Opportunity: Chief Executive Officer for CPHR Canada

April 17, 2026
Original post by CPHR Canada, March 31, 2026

The Quiet Work of Becoming a Leader

By Jessica Jaithoo • April 13, 2026
Author: Kanwaljit Chaudhry , 2026 Editorial Committee Member Leadership rarely begins the way we expect it to. It doesn’t arrive with a title, a promotion, or a formal announcement. More often, it begins quietly, in moments that don’t look like leadership at all. A conversation where someone turns to you for direction. A meeting where the discussion stalls and you step in to move it forward. A situation where something feels off, and you choose to address it instead of walking away. These moments are easy to overlook. They don’t come with recognition or validation. Yet they are often where the real work of becoming a leader begins. It Starts Before You Feel Ready Many people assume they need to feel confident before they lead. In reality, leadership often shows up before confidence does. You may not have the answers. You may not feel fully prepared. You may even question whether it is your place to step forward. And yet, something in the situation asks you to. This is where leadership begins, not in certainty, but in response. The quiet decision to engage, to take responsibility, to move something forward. You Learn by Doing (and Re-doing) In the early stages, it’s common to try on different ways of leading. You might imitate someone you admire. You might try to sound more decisive than you feel. You might hold back when speaking up feels uncomfortable. Some approaches will work. Others won’t. That’s not failure; that’s formation. Over time, you begin to notice patterns: When do people respond to you? When do conversations open up or shut down? What feels natural, and what feels forced? This is how your way of leading starts to take shape not through theory, but through experience. The Moments That Stay With You There are certain experiences that leave a mark. A difficult conversation you didn’t handle the way you hoped. A decision you made under pressure. A moment where someone trusted you and you rose to meet it. These are the moments you replay later. Not because they were perfect, but because they mattered. They shape your instincts. They clarify your values. They quietly influence how you show up the next time. This is the deeper work of leadership. The kind that happens after the moment has passed. Learning to See What Others Don’t Yet See As you grow, leadership begins to shift. It’s no longer just about responding well in the moment. It becomes about noticing what might be coming next. You begin to ask: What risks are we not talking about? Where might this situation go if we don’t address it? What does the team need before the pressure builds? This is a subtle but important transition from reacting to anticipating. And it often develops quietly, through experience rather than instruction. Letting Go of What No Longer Works One of the less visible parts of leadership is learning to let go. Letting go of the need to have all the answers. Letting go of habits that once worked but no longer serve you. Letting go of the version of leadership you thought you needed to become. This isn’t easy work. It requires honesty, humility, and a willingness to change. But it’s often where the most meaningful growth happens. The Role of Reflection Leadership doesn’t grow from experience alone; it grows from reflection. Taking time to pause and ask: What happened there? What did I learn? What would I do differently next time? These moments of reflection don’t need to be formal. Sometimes they happen in conversation. Sometimes they happen quietly, at the end of the day. But they matter. Because they turn experience into insight and insight into growth. Becoming, Not Arriving There is a point many professionals are waiting for the moment when they will feel like a leader. For most, that moment never arrives in the way they expect. Because leadership is not a destination. It is an ongoing process of becoming. It is shaped in small, often unseen moments: when you choose to step forward when you learn from what didn’t go as planned when you adjust your approach when you stay open to learning The quiet work of becoming a leader is not always visible to others. But over time, it becomes visible in how you think, how you act, and how others experience your presence. And that is what leadership truly looks like. “Leadership is not built in the moments where everything goes right. It is built in the moments where you pause, reflect, and choose to grow.”

A Fresh Start: How Spring Can Inspire New Goals

By Jessica Jaithoo • March 16, 2026
Author: Rheya Patel, 2026 Social Media Committee Member As days become longer and the weather warms up, the first day of spring brings a sense of renewal and new beginnings. A time that feels more energizing and people are more motivated to reset their routines, look for new opportunities and clear away old habits. While spring is commonly associated with “spring cleaning” in the home, perhaps the same principal can be applies to the workplace. For organizations and HR groups, spring can be the perfect opportunity to encourage employees to reflect and construct new meaningful goals and “clean” out the “clutter” of goals that no longer help them grow or have already been achieved. Why is Spring the Perfect Time for Goal Setting? With the rush of returning to work after the holidays and resuming normal life, spring gives a perfect moment to pause and reflect. Employees can check on their progress, realign priorities and continue the year with renewed motivation. For HR teams, encouraging this reflection can re-engage employees and increase motivation. In turn, employees are more likely to be focused and productive while creating a space for meaningful conversations about growth, development, and career progression. How Can We Encourage Goal Reflection? Believe it or not, HR plays a crucial role in goal setting whether it is realized or not. Creating an open work environment where employees feel supported and encouraged with professional development is key in reflection and goal setting. Below are several ways organizations can use the season of renewal to inspire growth and goal setting. Encourage Reflection What accomplishments have employees made that they are proud of? What challenges have they faced? Asking these kind of questions and having one-on-one check-ins with employees can help support employees to openly discuss their goals and aspirations, and potentially create new goals. Promote Professional Development and Growth The arrival of spring can also create the chance to introduce new learning opportunities. Having a fresh mindset combined with training, workshops, mentorship initiatives, or skill-building programs, employees can feel more motivated and supported in pursuing growth.  This helps employees expand their skillsets and strengthen the organization as a whole. Foster Collaboration and New Ideas Tying back to renewed energy, organizations can encourage teams to collaborate and share new ideas. Brainstorming sessions, innovation workshops, or team goal-setting can foster inspiration and connectivity, Having an open space for discussions can help teams align goals with organizational priorities to promote innovation and productivity. Celebrate Progress Recognizing progress along the way is essential. Celebrating achievements and acknowledging progress have a significant impact on employee morale. Employee recognition programs, team shoutouts, or words of appreciation can go a long way to remind employees how valuable their efforts and contributions are and continue to motivate them to strive towards their goals. Final Thoughts The arrival of spring represents renewal, growth, and new possibilities. For HR professionals, it’s also the opportunity to encourage employees to pause, reflect, and move through the rest of the year with renewed purpose. Encouraging goal setting, promoting professional development, fostering collaboration, and celebrating progress, can tie the season of newness to inspire meaningful growth. The new season reminds us that progress doesn’t need to start January 1st. Sometimes, a change in perspective, and a little springtime inspiration, can be the step towards pursuing new goals and growth with confidence.
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