Only 55% of Indian Employees Feel Recognized at Work- Report
Far from a soft HR function, the report positions recognition as a strategic imperative. When consistently practiced, it can drive loyalty, innovation, and workplace wellbeing. When ignored, organisations not only risk losing talent—but their future
New Delhi, — A groundbreaking report by Great Place To Work® India and Vantage Circle has uncovered an uncomfortable truth about corporate India: only 55% of employees feel truly recognised in their workplaces. The report, titled “The Recognition Effect: A Leadership Blueprint for Emotionally Intelligent Workplaces,” draws on insights from over 5.7 million employee voices across 2,000 organizations.
At the heart of the findings is a stark message—when recognition falters, so does business performance. Companies embracing emotionally intelligent recognition practices outperform their peers: 94% excel at customer service, 93% show agility and innovation, and 92% enjoy strong employee retention. In contrast, the absence of recognition drives low motivation, disengagement, and weakened workplace cultures.
“Recognition is not the result of great performance—it’s what makes it possible,” said Balbir Singh, CEO of Great Place To Work® India.
Recognition and Its Emotional Core: AAVE
The study introduces a new emotional blueprint for recognition, encapsulated in the AAVE framework:
- Appreciation: Feeling seen for who you are
- Acceptance: Feeling safe to be yourself
- Validation: Knowing your work has value
- Accomplishment: Seeing the impact you’ve made
However, just over half of employees report experiencing all four emotions, exposing a gap between intent and impact.
Disparities and Divide
The data also reveal concerning disparities:
- Only 65% of women feel recognised, compared to 70% of men
- Gen Z trails Gen X in recognition experiences by a full 14 percentage points
- New hires and non-managerial employees are especially overlooked
“Recognition is becoming a silent divider,” the report warns, affecting morale, inclusion, and retention. As Vantage Circle CEO Partha Neog emphasized, “It’s not just about celebration. It’s about signalling who belongs and what matters.”
Why Traditional Praise Falls Flat
Token gestures like perfunctory thank-you notes no longer suffice. The report critiques common recognition mistakes—overly generic praise, selective appreciation, and lack of psychological safety. It introduces the Recognition Circuit, a system marrying leadership behaviours like active listening with tools such as peer rewards and digital rituals.
Pioneers of a New Recognition Culture
The study showcases forward-thinking firms using novel strategies:
- “Gratitude Weeks” with gamified appreciation
- Peer-to-peer digital wallets for spontaneous kudos
- “Values Trees” recognizing colleagues who embody core values
- AI platforms that identify invisible contributors
Gen Z Raises the Bar
With Gen Z and Gen Alpha entering the workforce, expectations have shifted. Recognition must now be:
- Personal, not perfunctory
- Based on values, not mere outcomes
- A source of purpose, not performance metrics
Conclusion: Recognition as Strategy
Far from a soft HR function, the report positions recognition as a strategic imperative. When consistently practiced, it can drive loyalty, innovation, and workplace wellbeing. When ignored, organisations not only risk losing talent—but their future.
“The few who feel seen give their best,” the study concludes. “The rest? They give what’s left.”
For further insights into the evolving workplace paradigm, visit
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