Why recognition at work is a cornerstone of psychosocial risk prevention

In many workplaces, performance often takes centre stage—sometimes at the expense of people. In that context, recognition can feel like a “nice touch” or a thoughtful extra. But research is clear: recognition isn’t just a bonus. It’s a powerful lever for preventing psychosocial risks, supporting mental well-being, and building a work environment that’s healthy, sustainable, and motivating.

Recognition: So much more than just saying “Thanks”

We often associate recognition with praise. But in reality, it goes much deeper and takes on several meaningful forms:

→ Recognizing the individual – showing genuine respect, appreciation, and care for who the person is
→ Recognizing the approach – acknowledging collaboration, skills, and how the work gets done
→ Recognizing the effort – valuing the energy, dedication, and perseverance people put in
→ Recognizing the results – highlighting the impact, contribution, and progress made

Put simply, recognition is a way of saying: “You matter. What you do is meaningful. And what you bring makes a real difference.”

Why recognition is a key factor in preventing psychosocial risks

1. It builds psychological safety

When team members feel recognized, they also feel safer. They’re more comfortable asking questions, reaching out for help, and speaking up about issues—without worrying about being judged. And today, we know that psychological safety is one of the most powerful ways to reduce burnout, isolation, and lack of motivation (1).

2. It helps protect against chronic stress

The European Agency for Safety and Health at Work points out that a lack of recognition is a major mental health risk in the workplace (2). It can lead to:

→ Increased mental load
→ Higher tension
→ A stronger sense of unfairness
→ And even a higher risk of psychological distress

On the other hand, recognition acts as both a physiological and psychological buffer against stress (3).

3. It strengthens the sense of autonomy and control

Research in workplace psychology shows that recognition helps build:

✓ A sense of effectiveness
✓ Confidence in one’s skills
✓ Stronger engagement
✓ And decision-making autonomy — another key factor in reducing psychosocial risks (4)

4. It helps reduce conflict and strengthen relationships

Less resentment. Less frustration. Less unhealthy competition. Recognition helps lower interpersonal tension and brings teams closer together.

And when relationships are healthier, the risks of conflict, incivility, and toxic behaviours go down.

5. It fuels motivation and helps prevent burnout

Studies show that people who receive regular recognition (5):

→ Are five times more likely to feel engaged
→ Are four times more likely to say they’re psychologically well at work
→ And are half as likely to experience burnout

Consistent recognition boosts overall well-being and lowers the risk of distress and burnout (6). Put simply, recognition is emotional fuel… and it lasts way longer than a strong coffee!

Et si la prévention passait par la simplicité?

L’une des idées reçues courantes, c’est que la reconnaissance exige de grands efforts ou des initiatives formelles. Pourtant, la recherche en psychologie comportementale est unanime : ce sont les petits gestes fréquents qui ont le plus d’impact.

Quelques exemples simples :

✓ Nommer explicitement ce qui a été apprécié, par exemple : « J’ai vraiment apprécié la clarté avec laquelle tu as présenté ce point pendant la réunion. »

✓ Souligner la progression, pas seulement le résultat final, par exemple : « Je veux souligner ta progression dans la gestion de ce dossier : tu gagnes vraiment en assurance. »

✓ Remercier pour une initiative ou un coup de main, par exemple : « Merci d’avoir pris l’initiative de contacter le client ce matin, ça a fait avancer le projet. »

✓ Valoriser un trait de personnalité lié à la contribution (ex. rigueur, créativité), par exemple : « Ta créativité a vraiment apporté une perspective nouvelle à notre réflexion d’équipe. »

✓ Reconnaître un effort invisible, souvent passé sous silence, par exemple : « Je sais que préparer toute la documentation en arrière-plan demande du temps, et je veux te dire que c’est vraiment apprécié. »

Ces gestes coûtent peu… mais rapportent énormément.

What if prevention was simpler than we think?

One of the most common misconceptions is that recognition takes a lot of effort or needs to come through formal initiatives. But behavioural psychology research says otherwise: it’s the small, frequent gestures that make the biggest difference.

Here are a few simple examples:

✓ Clearly name what you appreciated — for example: “I really appreciated how clearly you explained that point during the meeting.”

✓ Acknowledge progress, not just the end result — for example: “I want to highlight the progress you’ve made managing this file — you’re really gaining confidence.”

✓ Say thanks for an initiative or a helping hand — for example: “Thanks for taking the initiative to contact the client this morning — it really helped move the project forward.”

✓ Highlight a personal trait that added value — like thoroughness or creativity — for example: “Your creativity really brought a fresh perspective to our team discussion.”

✓ Recognize invisible effort — the kind that often gets overlooked — for example: “I know preparing all the background documentation takes time, and I just want you to know it’s really appreciated.”

These gestures don’t cost much… but they go a long way.

Recognition: An HR strategy… and a shared responsibility

Organizations benefit when recognition is built into:

→ Leadership practices
→ Team rituals
→ Management processes
→ Spaces for open conversation

But recognition isn’t just the manager’s job. It becomes truly impactful when it flows in all directions — between colleagues, across teams, and across roles.

A key reminder: recognition needs to be authentic, specific, and meaningful.

Empty or automated compliments don’t help… and sometimes, they can even do more harm than good.

Investing in recognition is investing in sustainable psychological health

In a world where psychosocial risks are multiplying — overload, hyperconnectivity, uncertainty, complexity — recognition remains one of the most accessible, human, and effective levers for building a healthy work environment.

Recognition isn’t just about encouragement. It’s about protection. It’s about prevention. It’s about reinforcing what holds a team together: trust, respect, and a sense of worth.

What if organizations made recognition a core psychological health strategy — just as essential as workload management or role clarity?

Our solutions for developing a culture of high-impact recognition in the workplace

To support your teams in developing recognition practices that foster engagement, we offer flexible, customizable solutions tailored to your reality:

→ Group training: Explore our team workshops and learning journeys
→ Individual training: Discover our accessible, practical, people-first e-learning
→ Training for your LMS: Use our content on your own learning platform
→ Corporate subscription: Give your team full access to our online learning platform

Pick the format that fits your goals and your professional reality! Take the quiz to see what solution fits best!

References

1. Edmondson, A. C. (2018). The Fearless Organization: Creating psychological safety in the workplace for learning, innovation, and growth. John Wiley & Sons.

2. European Agency for Safety and Health at Work. (s.d.). Psychosocial risks and mental health at work. EU-OSHA.

3. Commission des normes, de l’équité, de la santé et de la sécurité du travail. (s. d.). Risques psychosociaux liés au travail. CNESST.

4. Institut national de santé publique du Québec. (s.d.). La reconnaissance au travail : un facteur de protection psychosociale. INSPQ.

5. Gallup. (2023). State of the Global Workplace: 2023 Report. Gallup.

6. American Psychological Association. (2022). Work and Well-being survey. APA.