The science of recognition
Recognition at work is one of the most studied topics in workplace psychology: hundreds of studies, randomized trials, cohorts of tens of thousands of employees. And their conclusions converge.
Only 23 % of employees worldwide feel engaged at work, and just 13 % in Europe (Gallup, 2023).
Research points to recognition as one of the most powerful levers to turn this around.
Abundant research, converging results
From the founding work on motivation (Deci and Ryan) and gratitude (Emmons and McCullough), the field has matured. It now rests on the three most demanding levels of evidence in research.
Groups compared at random, as in medicine. This is the protocol of the study conducted on Listen Leon.
Independent teams compile every valid study on a topic to draw an overall conclusion.
Tens of thousands of employees followed for years to measure effects on health.
Six landmark results
Figures from peer-reviewed journals and major international surveys.
One simple thank-you from their director, and university fundraisers made 50 % more calls the following week.
Source: Grant and Gino, 2010, Journal of Personality and Social Psychology.
Employees who receive high-quality recognition are 45 % less likely to have left their job two years later.
Source: Gallup and Workhuman, 2024, 3,400 employees tracked.
Well-recognized employees are nearly three times as likely to be engaged at work.
Source: Gallup and Workhuman, 2024.
A systematic review of randomized trials in the workplace shows gratitude reduces perceived stress and depressive symptoms.
Source: Komase et al., 2021, Journal of Occupational Health.
When effort goes unrewarded, the risk of coronary heart disease rises by 16 % (Siegrist model).
Source: Dragano et al., 2017, Epidemiology, 90,164 employees.
Keeping a gratitude journal for a few weeks increases well-being and optimism, and reduces physical complaints.
Source: Emmons and McCullough, 2003, Journal of Personality and Social Psychology.
The science, explained in 2 minutes
Professor Jacques Forest walks through what research shows about positive feedback at work.
“More than 50 % of employees never thank their colleagues, while 80 % of them believe it would be beneficial for both parties.”
Rébecca Shankland, The Powers of Gratitude
Why it works
Three mechanisms explain the power of a sincere thank-you.
A thank-you says “what you do matters to someone”. That feeling of being useful sparks the desire to help again.
Source: Grant and Gino, 2010.
Belonging, autonomy, competence: recognition feeds the three engines of intrinsic motivation.
Source: Deci and Ryan, self-determination theory.
Recognizing the person, the effort, the way of working and the results. A complete program activates all four.
Source: Brun and Dugas, 2008.
Our contribution to research
We also contribute directly to the science. A controlled study run with UQAM and Lund University measured the effects of Listen Leon on 112 employees over 4 weeks, with a control group.
intrinsic motivation
well-being at work
use of natural strengths
Gradito Dubord, Forest, Balčiūnaitė et al., 2022, Journal of Happiness Studies.
Recognition in your sector
The evidence comes to life in the field. Explore recognition applied to your reality.
Explore the key concepts
Our articles to go deeper into each notion, at your own pace.
The emotion that connects, and its measured effects.
Leading change by starting from what works.
The science of optimal human functioning.
Acting out of meaning and enjoyment, beyond obligation.
Spotting and using what each person does best.
Saying what goes well, with precision and sincerity.
Your questions about the science of recognition
Yes. It rests on randomized controlled trials, systematic reviews and cohorts of tens of thousands of employees, published in peer-reviewed journals.
Gratitude is an emotion, recognition is a practice. Saying thank you expresses the former and is one of the most effective forms of the latter.
Fast. In the study conducted on Listen Leon, 4 weeks were enough to measure significant effects on motivation and well-being.
The mechanisms are universal: belonging, autonomy, competence. Studies cover industry, healthcare, services and the public sector.
No, and that is good news. Colleagues, clients, patients or residents see the real work every day. That is the 360° principle.
Like any science, yes. Effects vary with the quality and duration of programs. That is why we measure every deployment and publish our results.
From science to practice
Let’s look together at how to bring evidence-based recognition into your organization. Fast reply, no commitment.
Request a demo