The Your Engagement tab focuses on your individual engagement trends as a manager. This section helps you lead from the front—because a team’s performance often reflects its leader. Use these insights to understand your recognition habits, balance between monetary and non-monetary recognition, and whether you’re engaging with your team consistently. Review each chart to identify trends and opportunities for improvement.
Why it matters: Great Place to Work and IRF research highlights that managerial recognition is a top driver of appreciation and engagement. Weekly recognition triples the likelihood of employees being engaged. Frequent, timely recognition from managers builds trust and engagement. Recognition that is consistent and sincere strengthens culture more than monetary value alone.
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- Adjust the Date and Award Categories filters to refine your view.
Key Snapshots & Recommendations
Who You Send Recognition To
Shows recognitions you’ve issued by recipient type: Direct Report, Non-Direct Report, or Undefined (when identifying data isn’t available).
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Tips: A healthy recognition culture includes both your team and peers across the organization. Aim for a balanced mix to reinforce collaboration.
Who you send points to
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Recommendation: Recognitions with points carry more impact because they combine appreciation with tangible value. Research shows that while verbal recognition is valued, its influence is amplified when paired with a tangible value. Use points strategically for significant achievements. If your organization has a PEPM (Per Employee Per Month) guideline, check this chart to ensure you’re meeting best practices.
Recognitions You Send with/without Points
Shows the share of recognitions issued with points (Monetary) versus without points (Non-Monetary).
- Recommendation: Not every recognition needs points—acknowledge everyday wins without them. Reserve points for above-and-beyond contributions to make them meaningful.
Awards you use in your recognitions
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Recommendation: Diversify your awards. If you notice you’re using the same award repeatedly, explore others awards available to you to keep your recognition fresh and engaging.
Manager Action Tips
- Lead by example: Recognition from a manager has the highest impact on engagement.
- Balance monetary and non-monetary recognition: Use points for major contributions, but don’t overlook smaller wins.
- Diversify awards: Variety keeps recognition meaningful and aligned with different behaviors.
- Track trends: If your engagement is trending down, set reminders to issue recognitions weekly.