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Employee Recognition Missing the Mark? The Feedback Rituals That Actually Matter

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Employee Recognition Missing the Mark? The Feedback Rituals That Actually Matter

Most leaders think “recognition” means an annual bonus or Employee of the Month plaque.

The founders and CEOs in this HR Spotlight roundup disagree—loudly.

They’ve learned that making people feel truly seen has almost nothing to do with budget and everything to do with tiny, deliberate daily habits: a Fleetwood Mac playlist for the massage therapist, a handwritten note after a tough install, a 3-minute “Problem of the Day” huddle, or simply repeating back what someone just accomplished before moving on.

These aren’t grand gestures; they’re micro-moments of noticing the human behind the role.

And the results—higher engagement, lower turnover, teams that actually celebrate each other—prove that feeling seen isn’t a nice-to-have.

It’s the new competitive advantage. Here are the exact rituals and gestures that actually work.

Read on!

Damien Zouaoui
Co-Founder, Oakwell Beer Spa

The team began creating customized Spotify playlists for each member as a basic initiative.

The sound of Fleetwood Mac music from the massage therapist made me create an unexpected playlist for her work shift.

She became delighted when she listened to the music.

The team now takes turns selecting music and snacks and aromatherapy oils that match individual preferences of staff members.

The team members feel valued through these tiny gestures which demonstrate our awareness of their presence.

The team organizes brief “cheers” sessions following every demanding work period.

The team uses kombucha breaks to share amusing guest stories while they recognize team members who handled challenging situations.

The relaxed atmosphere creates a sense of importance for team members beyond their job roles without any expectations.

The brief time spent together brings significant value to the team.

Fleetwood Mac Fixed Morale

Ben Southall
Co-Founder, Talked

The most effective practices are often the simplest and most consistent.

Regular weekly check-ins, both as a team and one-on-one, create space to talk about wins, challenges, and how someone is actually doing, not just what they are working on.

Celebrating small wins on Slack or in daily conversations can go a long way too.

Whether it is a kind word from a client or someone lending a hand, recognizing those everyday moments helps people feel appreciated when it really matters.

Structured recognition, like monthly shoutouts or celebrating milestones, can definitely be valuable and I would still recommend including them.

But these formal gestures often come too late or feel a bit disconnected from the reality of someone’s day-to-day experience.

I suggest balancing them with regular, informal feedback that shows you are genuinely paying attention.

Most importantly, make sure your recognition acknowledges the person, not just the work. Show that you see them as a whole person with a life outside of their role.

That kind of thoughtful, ongoing recognition can make a lasting impact and help employees feel connected and cared for.

Small Wins Beat Annual Awards

Seema Thakkar
President, Vogue Window Fashion

I’ve also found that regular, informal feedback works better than infrequent formal reviews.

During check ins on projects like automating shades for a luxury residence I focus on what went well and where someone can grow, always tying it back to how their skills improve the client experience.

This keeps employees visible and valued without creating stress or pressure.

Even small gestures make a big difference.

Praising someone for problem solving on a tricky curtain system or for thoughtful input during a design consultation communicates appreciation every day.

I sometimes follow up with a quick note or internal shout out, so recognition doesn’t just vanish it’s remembered.

Linking recognition to real client outcomes is also powerful.

Sharing how a team member’s work transformed a space like an office with automated, energy efficient shades helps employees see the real world impact of their efforts.

It makes their daily work feel meaningful in a tangible way.

Lastly, encouraging peer to peer recognition strengthens the culture.

When team members highlight each other’s contributions during installations or brainstorming sessions, it creates an environment where everyone feels noticed.

Consistent, authentic recognition boosts morale and engagement just like a beautifully installed window treatment can transform a room.

Praise the Install, Not the Invoice

Illustrious Espiritu
Marketing Director, Autostar Heavy Duty

For a long time, our recognition practices were a top-down approach.

I’d give a bonus or a team dinner, but it didn’t help employees on the front lines feel seen.

They were just a cog in a machine. We knew we had to find a way to build a positive culture.

The specific practices I’d recommend are a combination of a daily ritual and a sense of purpose.

The daily ritual is a “Problem of the Day” huddle.

We take a few minutes at the beginning of every day to share one problem that we are grateful to be solving for our customers.

This gives the team a sense of purpose beyond a paycheck.

The feedback ritual is a simple, old-school method that we call a “Shout-out of the Week.” Every person has to give a shout-out to a peer who helped them with a specific task.

This empowers every person on the team to recognize a peer. The daily gesture is to ask, “How can I help you?”

I learned that a person who feels seen is a person who is a partner.

The impact has been a massive increase in our team’s morale and their productivity.

Our team is no longer just a collection of people with a task. They are a collection of problem-solvers.

The biggest win is that we built a culture where people were constantly learning from each other.

My advice is that the best way to help employees “feel seen” is to give them a voice.

Daily Problems, Daily Purpose

Patrick Ono
Insurance Expert, Patrick Ono Agency

Helping employees feel truly seen starts with noticing the little things.

When someone goes above and beyond whether helping a client, improving a process, or supporting a teammate, taking a moment to acknowledge it makes a huge difference.

A handwritten note, a quick shoutout in a meeting, or even a private message saying I saw the work you put in, thank you shows that their efforts matter.

Regular check-ins are also key.

A quick weekly conversation about progress, challenges, or goals gives employees a chance to be heard and supported.

Feedback that focuses on specific actions rather than vague praise shows that you’re paying attention, and two way conversations let employees feel their opinions and ideas are valued too.

Small day to day gestures really add up.

Remembering birthdays or work anniversaries, celebrating personal wins, or even treating someone to coffee for consistent effort makes people feel acknowledged not just for what they do, but for who they are.

These moments build a culture where employees feel respected and appreciated.

I see parallels in how I work with clients.

When someone knows their insurance is tailored to their unique situation, they feel secure and confident.

The same principle applies with employees, When recognition is thoughtful and personal, it creates trust, engagement, and a sense of belonging.

Finally, sharing real stories about the impact someone’s work has made strengthens that connection.

Hearing how a project succeeded because of their contribution helps employees see the tangible difference they make, making recognition feel meaningful and lasting.

Handwritten Notes Beat Gift Cards

Yassien Youssef
Real Estate Investment & Development, Compass

Daily feedback rituals make a big difference. Short, focused check ins that go beyond generic praise give employees a chance to feel heard and understood.
For example, if someone navigates a complex situation successfully, taking a moment to highlight exactly what they did well shows that their skills and judgment are noticed.

Giving people space to share their ideas in meetings or one on one conversations also helps them feel included and valued.

Incorporating recognition into everyday routines reinforces a culture where contributions matter.

Celebrating small wins like resolving a zoning issue or finalizing a lease can be as simple as a verbal shout out during a team huddle or a mention in a newsletter.

Recognizing effort as well as results reminds people that every step they take counts, and in my experience in Boston’s luxury market, this kind of consistent acknowledgment builds loyalty and motivation.

Connecting recognition to bigger picture impact also helps employees feel seen.

Showing how someone’s work, whether improving a property’s appeal or strengthening client relationships advances broader goals makes their contributions feel meaningful.

Bringing these connections up in team meetings or one on one chats reinforces that their work truly matters. Finally, authenticity is key.

Remembering personal milestones, cultural touchpoints, or even preferences when offering praise shows you see them as more than just a role.

Celebrating both professional achievements and personal moments in thoughtful, intentional ways creates a sense of belonging and makes employees feel genuinely valued.

Daily Feedback > Yearly Review

Ben Rasmussen
Advisor, Email Guard

Employees feel truly seen when recognition is personal, consistent, and genuine.

A simple thank you in a team meeting for a specific contribution or a short note highlighting a job well done can make a huge difference.

It doesn’t have to be a big gesture; the key is that employees know their work is noticed and valued.

Regular feedback rituals help make this recognition a habit.

Quick weekly check-ins where employees can share wins and challenges give leaders the chance to notice contributions in real time.

Celebrating milestones, like finishing a project or reaching a personal goal, shows that growth and effort are just as important as results.

Everyday actions matter too.

Taking a moment to thank someone after they solve a tricky problem, or sharing their innovative ideas in an internal newsletter, reinforces that their work matters.

Combining public recognition with private appreciation ensures people feel respected without being put on the spot.

The most effective recognition is consistent and specific.

Vague praise doesn’t resonate, but pointing out exactly what someone did and why it mattered builds trust and motivation.

When employees see that their unique efforts are noticed regularly, it strengthens engagement and loyalty.

Specific Thanks, Every Single Time

Erin Ruddy
Owner, Winston-Salem Massage and Bodywork

Public recognition during team meetings is a powerful way to make employees feel valued for their contributions.

I’ve found that specifically calling out individuals who have gone above and beyond, like when a part-time team member handled extra administrative tasks during a busy promotional period, shows genuine appreciation.

Taking time to acknowledge these efforts in front of peers demonstrates that management notices the work being done, even during hectic times.

This simple practice helps maintain team engagement and prevents unintentional harm to morale when workloads are heavy.

Public Call-Outs Heal Heavy Workloads

Dr. Thomas W. Faulkner
Principal Consultant, Faulkner HR Solutions

Look, recognition doesn’t need to be elaborate. We just need to treat the people who work for us as people, not as titles in an org chart.

At the end of the day, employees aren’t begging for a pat on the back. They’re asking to be seen and being seen means more than “thanks for showing up.”

It means knowing the work they do has meaningful impact, not only to the organization but to you as their supervisor.

The best practices I push are simple: call out specific contributions in context, give feedback tied to outcomes, and make space in check-ins for employees to share what’s working or what’s blocking them.

Employees are so much more than just a headcount. If you see it, they will too.

Faulkner HR Solutions provides expert HR consulting, workforce development, and process improvement for small to mid-sized businesses and municipalities.

We specialize in compliance audits, employee relations, training programs, and performance management systems.

Through our Faulkner HR Academy, we offer practical, competency-based courses and certifications to help HR professionals and leaders build internal capacity and drive organizational growth.

Led by Dr. Thomas Faulkner, SPHR, we deliver tailored strategies that align people, processes, and purpose.

See the Human, Not the Headcount

The HR Spotlight team thanks these industry leaders for offering their expertise and experience and sharing these insights.

Do you wish to contribute to the next HR Spotlight article? Or is there an insight or idea you’d like to share with readers across the globe?

Write to us at connect@HRSpotlight.com, and our team will help you share your insights.

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The “Feeling Seen” Factor: Why Small Gestures Drive Big Retention

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The "Feeling Seen" Factor: Why Small Gestures Drive Big Retention

What if the quietest employee in the room is the one who feels most invisible, and what if that invisibility is quietly costing you your best talent?

In a world where 79% of people who quit cite “not feeling recognized” as the reason (Gallup), the question isn’t whether recognition matters; it’s whether yours actually lands.

This HR Spotlight pulls back the curtain on the subtle, specific rituals and everyday gestures that make people light up with “someone finally sees me.”

From handwritten cards that outshine gift cards to peer shout-outs that spark contagious energy, from “Mission Moments” that name remote heroes to simple questions that turn burnout into belonging, these leaders prove recognition isn’t about grand gestures; it’s about deliberate moments that say, without words, “your work, your struggle, and you matter here.”

In 2025’s hybrid reality, these are the sparks that turn good teams into unstoppable ones.

Read on!

Brandon Brown
CEO, Search Party

Funny story: when our team grew from just a handful to hundreds, I learned that recognition needed to scale without losing its authenticity.

One ritual that worked was ending big meetings with ‘shout-outs,’ where anyone could thank a teammate for going above and beyond the collective energy that was contagious.

My advice is to keep recognition authentic and diverse, mixing public praise with quiet one-on-one feedback so people feel valued in ways that resonate personally.

Shout-Outs Scale Without Losing Soul

Justin Carpenter
Founder, Jacksonville Maids

For our cleaning teams, feeling valued goes far beyond just paychecksit’s about everyday gestures.

I’ve seen how a handwritten thank-you card after a long weekend on jobs lifted spirits in a way emails never could.
We also set aside five minutes during meetings for peers to recognize each other’s work, which created an uplifting loop of feedback.

If you’re managing hourly or seasonal staff, just remembering to highlight their effort on tough days keeps motivation high.

Handwritten Cards Beat Gift Cards

Sergiy Fitsak
Managing Director, Softjourn

Creating consistent opportunities for connection is essential for making employees feel recognized and valued.

I’ve found that implementing regular virtual coffee chats and designing inclusive meetings that accommodate different time zones shows team members they matter regardless of their location.

Additionally, fostering an environment of open dialogue where everyone is encouraged to share their perspectives demonstrates that each person’s input is valued.

These simple but intentional practices help team members feel seen and appreciated in their daily work experience.

Virtual Coffee Builds Real Bonds

Joe Davies
CEO, FATJOE

After years of leading remote SEO teams, I can tell you consistency in recognition is non-negotiable.

Since we don’t work in the same office, we start each week with a quick virtual stand-up where people call out teammates who made their jobs easier. It creates a culture where peer shoutouts mean more than top-down praise.

For bigger wins, I keep a shared tracker called the “Impact Board” that shows client results tied to specific team contributions.
Seeing your name directly connected to growth makes the work feel more tangible.

My suggestion is to build recognition into daily workflows so feedback feels natural, not forced.

Impact Board Links Names to Wins

Ibrahim Alnabelsi
VP New Ventures, Prezlab

When scaling a team from a handful of people to over a hundred, I noticed employees feel most valued when their ideas make it into leadership discussions.

For instance, if someone suggests an adjustment to our sales flow, I make a point of crediting them in the roadmap presentation.

On the job, I default to highlighting these contributions within strategic sessions because people remember when their voice leads to real change.

Credit Ideas, Watch Voices Soar

Aja Chavez
Executive Director, Mission Prep Healthcare

I’ve learned that recognition doesn’t always have to be formal. It can be as simple as calling out someone’s effort in a huddle.

I’ll put it this way: a quick thank-you during staff check-ins turned our biggest issue of burnout into a non-event.

Once, I spotlighted an admin’s behind-the-scenes scheduling work, and the ripple of appreciation was undeniable.

My suggestion: create a rhythm where small gestures of acknowledgment are just part of everyday culture.

Quick Huddle Thanks Crush Burnout

Piotr Zabula
CEO, Feedink

I’ve found that taking a personal interest in each team member’s specific work and contributions is one of the most effective ways to help employees feel seen.

During my time as an Executive Director, I made it a point to regularly acknowledge individual contributions, especially during periods of uncertainty.

This practice not only helps team members understand the value of their work in the broader context of organizational goals, but also significantly boosts motivation and engagement.

Being genuinely curious about your employees’ projects and recognizing their unique strengths builds the foundation for a culture where people truly feel valued.

Curiosity Makes Everyone Feel Valued

Frank Sturm
CEO, Green Ace Lawn Care

Helping employees feel truly seen comes down to noticing the little things as much as the big wins.

At GreenAce Lawncare, I make it a point to call out specific efforts during our morning check-ins.

If someone goes the extra mile maybe they stayed late to finish a fertilization route or tackled a tricky lawn problem. I mention it by name and explain why it mattered. Even small recognition like that makes a huge difference in morale because it shows their work isn’t just another task it’s valued.

We also do short weekly one on one chats. These aren’t just about performance; they’re about listening.

I remember Carlos, one of our technicians, was struggling with a new mowing route with tough terrain. Talking through it allowed us to adjust his workload and offer support, which made him feel heard and trusted.

These conversations show employees that their opinions and challenges matter, and that they’re part of shaping how we do things.

Simple day to day gestures also go a long way. Walking a property with someone, sharing a quick coffee, or just commenting on the quality of their work can make someone feel noticed.

Jasmine, one of our crew members, once told me she really appreciated when I complimented her careful edging on a difficult lawn it made her feel like her attention to detail was valued. Moments like that quietly build a culture of appreciation.

We also highlight accomplishments publicly. At the end of each month, we call out standout work during team huddles and occasionally post photos of projects with crew credits on our social media.

When clients compliment a specific team member, I make sure they hear it directly.

Recognizing people in front of their peers reinforces their contributions and builds pride in their work.

Morning Call-Outs Lift Entire Crews

Joaquin Calvo
Director, Comligo Spanish

I recommend implementing a weekly recognition ritual during team meetings where you spotlight one employee by sharing a specific example of their exceptional work or how they’ve embodied company values.

At Comligo, we’ve found success with our ‘Mission Moment’ practice during all-hands meetings, where we highlight remote team members by describing concrete examples of their contributions, such as when a teacher went beyond the lesson plan to help a student understand cultural nuances.

This public acknowledgment not only makes the recognized employee feel valued but also reinforces desired behaviors and company values for the entire team.

Mission Moments Spotlight Remote Heroes

The HR Spotlight team thanks these industry leaders for offering their expertise and experience and sharing these insights.

Do you wish to contribute to the next HR Spotlight article? Or is there an insight or idea you’d like to share with readers across the globe?

Write to us at connect@HRSpotlight.com, and our team will help you share your insights.

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Rebuilding Trust: An HR Leader’s Guide to Post-Layoff Recovery

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Rebuilding Trust: An HR Leader's Guide to Post-Layoff Recovery

When the layoff dust settles, the real crisis often begins—not among those who left, but among those who stayed.

Why do the survivors suddenly feel like the next target?

Why does trust evaporate overnight, and productivity quietly implodes?

This HR Spotlight dares to ask the question most leaders whisper in private: how do you heal a workforce that just watched its friends disappear?

From peer support circles to hormone panels for stress, from “Mission Moments” that re-anchor purpose to ruthless transparency about workload, seasoned HR pros and CEOs reveal the exact moves that turned shell-shocked teams into resilient ones.

Their answers expose a startling truth: post-layoff recovery isn’t about pep talks or pizza parties—it’s about proving, in real time, that the company still sees, values, and fights for the people who remain.

Read on!

Peter Whealy
Chief Elevation Officer, Elevate Potential

HR should no longer be limited to the label “Human Resources.”

It should be the organization’s People & Potential function, the engine that strengthens capability, builds trust, and enables leaders and teams to thrive as the world changes.

Its role is to cultivate the conditions where people can grow, adapt, and perform at their best, especially in moments of uncertainty.

Modern HR is the steward of trust, capability, and organisational coherence.

It helps people see possibility amid ambiguity, builds the connective tissue between teams, and ensures the organisation learns faster than the world around it.

At its best, HR inspires the organisation to Elevate its Potential: strengthening leadership identity, amplifying team capability, and orchestrating systems that unlock enterprise-wide value.

It is the catalyst that keeps the organisation human, even as technology accelerates everything else.

HR Evolves into People & Potential Powerhouse

Alexandru Samoila
Head of Operations, Connect Vending

Layoffs are brutal for everyone involved — the employees who are let go, the ones who remain and the HR or managers who convey the message.

The shift in the culture and environment is almost instantaneous, as people keep second-guessing their performance and doubting their future.

As an operations manager, I have had to deal with such episodes throughout my career, and I have realized that being human, accessible and transparent is what matters the most.

Employees do not expect grand gestures in such situations, but they expect clarity about the future, which can only be brought in through individual and group check-ins, frank conversations and honesty.

I’ve also realized that employees need to hear the truth from senior leaders, so involving them in these conversations is essential to sustain trust.

The more you evade questions or delay, the more likely people are to look for new opportunities, so it’s important to assure your team timely and sincere in addressing their fears.

Transparency and Leadership Build Trust After Layoffs

Christina Imes
Founder, Tru Integrative Wellness

I’ve led teams through multiple restructures–sold a yoga studio, scaled a med spa from one room to multi-million dollars, and merged clinical operations at Tru.

The thing nobody talks about after layoffs is that survivor guilt manifests as physical symptoms.

I watched top performers at Refresh develop insomnia and digestive issues after we had to let people go during COVID, even though their jobs were secure.

HR needs to bring in someone who can address the physiological stress response–not just an EAP flyer.

When I was dealing with public speaking anxiety early in my career, my psychiatrist explained my body was stuck in hyperactive fight-or-flight. The same thing happens to teams post-layoff.

At Tru, we offer hormone panels because chronic stress destroys cortisol patterns and sleep quality, which tanks decision-making for months. Most companies ignore that their remaining employees are operating on broken biology.

The fastest fix I’ve seen: normalize the physical fallout.

In my teams, I explicitly tell people “if you’re sleeping poorly or feel nauseous before work, that’s your nervous system, not weakness–here’s how to address it.”

I’ve connected staff with our functional medicine providers who can run labs and prescribe short-term solutions.

Sounds clinical, but treating the body’s stress response is faster than waiting for therapy appointments that are booked six weeks out.

One concrete thing: offer baseline health screenings (sleep quality, stress biomarkers) within 72 hours of layoffs.

When people see their cortisol is actually lifted or their HRV is tanked, it validates what they’re feeling and gives them something actionable to fix instead of just sitting in dread.

Address Physical Stress Symptoms in Remaining Employees

Tim Johnson
CEO, BIZROK

I’ve led teams through some brutal transitions–military deployments, corporate restructuring, and helping build a startup that went through multiple pivots.

The one thing that consistently helped wasn’t what HR said, but what they actually did in the weeks after.

The most powerful move I’ve seen is creating structured peer support groups.

When I was working with dental practices going through mergers, we’d pair remaining team members with someone from another department for weekly 15-minute check-ins.

Not therapy sessions–just “how are you actually doing” conversations.

The practices that did this saw their productivity bounce back 40% faster than those that didn’t.

HR should also immediately clarify what career growth looks like now.

After layoffs, everyone assumes they’re stuck or next.

I had a practice owner who literally drew out the new org chart with empty boxes and said “here’s what we’re building toward in 6 months.”

Three people who were updating their resumes stayed and competed for those roles instead.

The other piece people miss: let survivors grieve.

One of my clients tried to force a “we’re stronger now” narrative the next day. Total disaster.

Give people 48-72 hours to process before pivoting to the future. Sounds soft, but ignoring it cost them two more voluntary departures within a month.

Peer Support Groups Accelerate Team Recovery

Skandashree Bali
CEO & Co-Founder, Pawland

In moments when employees have witnessed their co-workers being laid off, HR’s role goes far beyond policy and paperwork – it becomes an anchor for emotional safety and clarity.

At Pawland, we’ve learned that uncertainty can be more damaging than the layoff event itself, so HR must focus on compassion, transparency, and continuity of support.

The most effective assistance HR can provide includes:

Communicating the “why” with honesty and empathy
Avoiding vague corporate language helps employees understand the decisions were strategic, not personal – which reduces fear and speculation.

Creating safe spaces for expression
Whether through listening sessions, small-group conversations, or anonymous channels, employees need space to voice their concerns without judgment.

Reassuring the stability of remaining roles
Clear communication around next steps, priorities, and how team contributions are valued helps rebuild psychological security.

Supporting workload realignment, not silent expectation increases
After layoffs, HR can work with managers to redistribute tasks realistically rather than letting burnout compound emotional stress.

Making mental-health resources visible and destigmatized
Employees should know that it’s okay to seek help – and that doing so will not affect how their commitment is perceived.

At Pawland, we believe the defining moment of a company’s culture isn’t during growth – it’s during difficult decisions.

When HR supports people with honesty, respect, and humanity, employees don’t just feel secure – they feel valued.

Emotional Safety and Clarity Anchor Post-Layoff Culture

Hanna Koval
Global Talent Acquisition Specialist & Employment Specialist, Haldren

When layoffs hit, the employees who remain often experience what we call “survivor’s guilt.”

This refers to a mix of relief, anxiety, and uncertainty that can significantly impact morale and productivity.

HR teams have a critical responsibility to address these emotions head-on rather than hoping they’ll fade on their own.

First and foremost, transparency becomes your most valuable tool.

Employees need honest communication about why the layoffs happened and what the path forward looks like.

We’ve seen organizations stumble by going silent after layoffs, which only fuels rumors and erodes trust.

Schedule town halls, send clear written communications, and make leadership accessible for questions.

People can handle difficult truths far better than they can handle ambiguity.

Create safe spaces for employees to process their emotions.

This might mean bringing in counselors, offering expanded EAP services, or simply acknowledging in team meetings that it’s normal to feel unsettled.

When people lose colleagues they’ve worked alongside for years, they’re experiencing a form of grief. Validating those feelings rather than rushing past them shows genuine care.

Your HR team should also focus on workload management.

Remaining employees often worry they’ll be expected to absorb their former colleagues’ responsibilities without additional support or resources.

Have frank conversations about priorities, timelines, and what might need to be temporarily deprioritized. Burnout after layoffs creates a vicious cycle that can lead to more departures.

In our work helping organizations rebuild after transitions, we consistently see that the companies that recover strongest are those that reconnect employees to purpose.

Help your teams understand how their work contributes to stabilizing and growing the company. People need to feel they’re building toward something, not just surviving.

Finally, demonstrate your commitment to those who stayed through meaningful actions, whether that’s professional development opportunities, recognition programs, or involving them in shaping the organization’s next chapter.

Actions will always speak louder than reassuring words alone.

Transparency and Workload Management Rebuild Employee Morale

Susan Snipes
Head of People, Remote People

Generally, HR employees have a wide network, especially on LinkedIn.

They can share their affected co-worker’s resumes, highlight their skills and abilities, and promote them so fellow recruiters and HR leaders can approach them for relevant roles.

HR can also help their affected co-workers with optimizing resumes and show them how to do targeted job search.

HR Networks Help Affected Employees Find Opportunities

Aja Chavez
Executive Director, Mission Prep Healthcare

After our last round of layoffs, we found two things that actually helped people.

We ran workshops on identifying transferable skills, which helped folks get their bearings and see their options.

Peer support groups, especially with a mental health professional there to guide them, gave people a place to talk honestly about their anxieties. It showed people they weren’t alone.

HR should focus on these. They rebuild confidence better than anything else we tried.

Skills Workshops and Support Groups Rebuild Confidence

Aamer Jarg
Director, Talent Shark

Layoffs can make the remaining employees who are still there very upset, and they often feel anxious, guilty, and unsure about their own job security.

HR is important for keeping morale high and repairing trust once something like this happens.

HR should talk about how it affects people emotionally instead of avoiding the subject.

Clear communication from leaders helps people stop guessing and worrying.

Second, providing emotional support through private therapy or employee assistance programs (EAPs) lets employees know that their health and happiness are important.

Third, HR can help small groups talk to each other or have managers check in with employees so they can express their worries and feel more connected.

Finally, reminding employees of the company’s mission and showing them a clear strategy for the future helps them focus on stability and purpose again.

When HR shows empathy and is clear, it can turn uncertainty into renewed interest.

Empathy and Clear Communication Restore Employee Trust

The HR Spotlight team thanks these industry leaders for offering their expertise and experience and sharing these insights.

Do you wish to contribute to the next HR Spotlight article? Or is there an insight or idea you’d like to share with readers across the globe?

Write to us at connect@HRSpotlight.com, and our team will help you share your insights.

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Beyond the Annual Review: Simple Rituals To Make Employees Feel Seen

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Beyond the Annual Review: Simple Rituals To Make Employees Feel Seen

Feeling seen fuels engagement, yet 79% of employees cite lack of recognition as a quit driver per Gallup 2025. 

This HR Spotlight article compiles specific practices, rituals, and gestures from business leaders and HR professionals to make staff feel valued. 

Experts recommend public shout-outs tied to impact, mentor spotlights, and personal check-ins that celebrate effort beyond metrics. 

They share rituals like “Ranking Hero” Slack posts, cultural awards, and investor-call highlights boosting morale 30-50%. 

In hybrid 2025 workplaces, these low-cost habits foster belonging, cut turnover, and turn recognition into retention’s secret weapon.

Read on!

Aaron McGurk
Managing Director, Wally

It hit me during one of our weekly SEO updates that highlighting individual winslike a sudden jump in keyword rankingsreally energized the team.

We turned it into a fun ritual where we post a ‘Ranking Hero’ spotlight in Slack, complete with client feedback when possible, and the whole team rallies around it.

My playbook for keeping remote employees feeling seen almost always starts with these public, specific acknowledgments that tie directly back to their impact.

Ranking Heroes Ignite Team Fire

Mike Wall
Founder & CEO, We Buy Gulf Coast Houses

In my experience managing crews on renovations, small gestures matter even more than formal awards.

I’ll never forget when I bought lunch for the team after an especially long dayit wasn’t about the food, it was about saying, ‘I see the effort.

We also do quick feedback huddles at the end of bigger projects, where each person shares one win they noticed in another teammate.

Simple, consistent gestures like these create a culture where people feel both valued and respected.

Surprise Lunches Spark Pure Gratitude

Dr. Edward Espinosa
Owner, OptumMD

In medicine, I’ve found that recognition has the most impact when it feels directly tied to the patient outcomes staff help create.

For example, after a nurse guided a patient through an effective diabetes management plan, I highlighted her role in front of the whole team and called her a ‘Wellness Champion”.

Watching her colleagues applaud was more meaningful than any gift card I could have given.

My advice is to make recognition very patient-centered and to frame it around how the staff’s dedication translates to care and healing.

Wellness Champions Save Lives Daily

Yoan Amselem
Managing Director, German Cultural Association of Hong Kong

In multicultural education teams, recognition needs to reflect cultural nuances, and we’ve seen cross-cultural mentorship make this powerful.

Celebrating mentors who help newcomers integrate by sharing their language and customs not only inspires others, but also builds stronger team bonds.

We measured before and after implementing cultural competency awards, and team engagement improved overnight.

Even day-to-day, greeting colleagues in their native language or acknowledging the extra effort they put into bridging language gaps helps them feel truly seen.

Cultural Mentors Bridge Hearts Fast

Runbo Li
CEO, Magic Hour

Creative teams thrive when they know their contributions aren’t going unnoticed.

At Magic Hour, we highlight real-time wins in a shared channel, whether it’s a video going viral or a new collaboration launching it instantly sparks encouragement across the team.

For larger moments, like securing media partnerships, we schedule virtual shoutouts that give the entire group time to reflect on the effort behind the success.

This approach is now baked into how we build culture, ensuring recognition is both timely and inclusive.

From my experience, pairing structured shoutouts with casual gestures like a quick note of thanks keeps morale consistently strong.

Viral Wins Get Instant Cheers

Campbell Hunt
Partner, Caldera Royalty Company

In this work, details matter. When a teammate pulls county records late at night or clarifies terms with a landowner, I call it out right there. A simple “that was sharp work” makes sure the effort isn’t missed.

A quick text goes a long way. “You handled that negotiation cleanly” or “thanks for driving out to meet that family.” Short, direct, noticed.

I close team calls with a round of appreciation. Each person names one colleague who helped them that week. It ends with people, not numbers.

I track the personal side too. If someone’s kid has a ball game or they’re rehabbing a knee, I ask. Those small check-ins show they matter beyond the work.

These actions set a tone where effort gets recognized and people feel they belong.

Sharp Work Deserves Instant Praise

Bennett Maxwell
CEO, Franchise KI

One practice I recommend is tying recognition directly to the growth journey, because that’s what motivates our franchise teams.

For example, we created a visual wall that shows each new location alongside the individuals who helped launch it becomes a living celebration of progress.

Another ritual we use is the “mentor spotlight,” where we honor team members who guided new owners to profitability, awarding them a Growth Catalyst badge.

Employees don’t just feel thanked, they’re given new opportunities for leadership.

If you can blend recognition with career progression, you’ll find people stay more engaged and invested.

Growth Catalysts Earn Leadership Badges

Sandro Kratz
Founder, Tutorbase

Leading a remote SaaS team, I learned that feeling seen often comes from consistency in feedback.

For example, during one product sprint, I highlighted a developer who streamlined onboarding through a clever code update, and simply naming that achievement during our Friday call boosted morale across the board.

Problem-solver shout-outs really pulled me out of jams when team members felt exhausted by deadlines they reminded everyone their creativity mattered.

I also make it a point to send quick Slack notes celebrating milestones, so praise isn’t limited to formal reviews.

My suggestion is to balance structured rituals, like monthly awards, with spontaneous appreciation that feels authentic and timely.

Problem-Solver Shout-Outs Lift Spirits

Brooks Humphreys
Founder, 614 HomeBuyers

I’ve found that people feel seen when their contributions tie back to real impact.

For instance, when one of my project managers handled a tricky tenant situation, I shared the story on our weekly investor call highlighting not just the result but their judgment in handling it.

We sometimes rotate who walks investors through property updates, which gives newer team members a bigger platform.

Recognition, in my view, sticks best when it’s public enough to inspire others but still personal to the individual being recognized.

Investor Spotlights Celebrate Real Impact

The HR Spotlight team thanks these industry leaders for offering their expertise and experience and sharing these insights.

Do you wish to contribute to the next HR Spotlight article? Or is there an insight or idea you’d like to share with readers across the globe?

Write to us at connect@HRSpotlight.com, and our team will help you share your insights.

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Mastering Micro-Moments: Employee Recognition for Maximum Impact

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Mastering Micro-Moments: Employee Recognition for Maximum Impact

Making employees “feel seen” combats disengagement, with 79% of workers citing lack of appreciation as a quit reason per Gallup 2025. 

This HR Spotlight article compiles recognition practices, feedback rituals, and daily gestures from business leaders and HR professionals. 

Experts recommend personalized shout-outs, “Impact Journals” for real-time wins, and pet-themed acknowledgments to honor whole lives. 

They advocate weekly “win shares,” anonymous praise channels, and milestone celebrations beyond performance. 

By embedding empathy, specificity, and inclusivity, these low-cost strategies boost morale, retention, and productivity, fostering cultures where contributions—visible or behind-the-scenes—are valued, turning recognition into a competitive edge in talent-tight markets. 

Read on!

Dr. Marquette L. Walker
CEO, MarquetteL Walkerministries

One practice I recommend to help employees feel truly seen is what I call the “1 Thing” practice.

At the beginning of team meetings, each person shares one thing they are grateful for that day. It could be personal or professional, big or small.

After each share, I paraphrase their response back to them; this is not only to validate that they’ve been heard, but to extract the key theme or lesson for the group.

This simple ritual shifts the tone of the meeting, builds positivity, and creates an environment where people feel acknowledged beyond their job titles.

Over time, it fosters a culture of connection and recognition. Employees don’t just feel like contributors; they feel like valued human beings.

Leaders who prioritize small, consistent practices like this will see greater trust, engagement, and creativity from their teams.

Gratitude Shares Build Connection

Garrett Yamasaki
CEO, WeLoveDoodles

We’ve made “feeling seen” part of our daily rhythm through pet-personalized recognition. Every Friday, our “Paw of Appreciation” Slack channel features employee shout-outs narrated by their dogs (e.g., “Rex’s human saved 40 doodles with that supply chain fix!”).

For milestones, we give custom portraits of their pets as office murals or donate to the animal rescue of their choice.

But the real magic is in the small gestures: remembering each team member’s dog’s birthday with a toy delivery, or letting pups “paw-approve” new ideas in meetings.

Since launching these practices, our retention has jumped, proof that when you honor the whole person (and their furry family), loyalty follows.

Pet Praise Boosts Morale

Alex Ugarte
Digital Operations Manager, London Office Space

Managers at our company are encouraged to acknowledge employees’ personal wins, not just their professional ones. It could be congratulating them for completing an online qualification, or half-marathon for the first time, or even just moving house.

These casual comments often come via the Team’s main chat or in passing in the office, but they land well because they’re genuine and specific.

It reminds everyone, not just those receiving the acknowledgment, that they’re seen as more than just productivity metrics.

It also sets the tone internally: being a high performer shouldn’t mean being a robot. That’s a message worth getting across to your employees.

Personal Wins Gain Recognition

Chris Bajda
Founder, Grooms Day

We congratulate milestones in a very low-key form. We try to always celebrate the less visible but important victories that occur every day.

We send a short email at the end of the day to thank someone for solving an issue, or send a team message to recognize an employee who helped a coworker.

We have a win of the week session taken on Monday mornings as part of our meeting. We spend this time together discussing achievements from the past week.

It is not necessarily connected with sales volume, but we celebrate when one figures out how to use a new software program or drives an extra two hours to create an excellent gift box design.

It makes everyone feel that their daily efforts are not overlooked.

Daily Thanks Celebrate Efforts

Liam Derbyshire
CEO & Founder, Influize

Making Recognition Personal and Practical

A practice that works well for us at Influize is giving recognition in the flow of work, not only during regular reviews of performance.

Once, a developer solved a development issue for a customer while under duress to meet very tight timelines, and we actually paused the meeting for a couple minutes, so we could recognize this team member and let the team ask about the solution.

A simple moment that proved our value placed skill and effort recognition in the flow of work, not just a formal review.

We host a monthly forum called “learning shares” for employees to present something they learned or conquered professionally where we follow with employee feedback.

It serves as recognition as well as valuable growth. The biggest thing is frequency!

When employees have gratitude as part of the day to day culture process, employees do not feel invisible.

Real-Time Praise Drives Impact

Robbert Bink
Founder, Crypto Recovery Specialist

In my experience as a leader, I have found that effective communication is essential for making employees feel seen and valued in the workplace.

This includes not only providing clear and direct answers, but also taking the time to personalize each response and address questions with confidence and technical expertise.

Including feedback in team meetings or one-on-one chats can boost employee satisfaction and help them feel listened to.

This could be as simple as checking in on how they feel about their work or having structured performance reviews where they can share concerns.

These practices show employees that their opinions matter, encouraging open communication and ongoing improvement.

Feedback Fosters Employee Value

Dr. Thomas W. Faulkner
Principal Consultant, Faulkner HR Solutions

Look, recognition doesn’t need to be elaborate. We just need to treat the people who work for us as people, not as titles in an org chart.

At the end of the day, employees aren’t begging for a pat on the back. They’re asking to be seen and being seen means more than “thanks for showing up.”

It means knowing the work they do has meaningful impact, not only to the organization but to you as their supervisor.

The best practices I push are simple: call out specific contributions in context, give feedback tied to outcomes, and make space in check-ins for employees to share what’s working or what’s blocking them.

Employees are so much more than just a headcount. If you see it, they will too.

Specific Feedback Shows Impact

Shykeria Lifleur
Founder & CEO, Simply Shykeria

To help employees truly “feel seen,” create personalized recognition practices that go beyond generic praise.

One unique approach is to implement “Impact Journals” – a shared digital or physical space where both employees and managers document small daily wins, personal milestones, and feedback in real-time.

Each entry could highlight a task well done, but also personal achievements or moments that made a difference to others.

At the end of the week or month, these journals can be reviewed, with the opportunity for peer-to-peer acknowledgments or manager-led reflections during one-on-ones.

In addition, implement “Invisible Impact” recognition, where employees are celebrated for their behind-the-scenes contributions—whether it’s quietly supporting a colleague or streamlining a process without fanfare.

Recognizing these often-overlooked efforts publicly shows employees that their work, no matter how small, is valued. This fosters an inclusive, empathetic culture where every contribution feels significant.

Journals Honor Daily Wins

Aarish Akrama
Marketing Head, Harobuilder

Acknowledging employees through varied and inclusive methods can significantly enhance the sense of value among all individuals.

I believe it’s important to honor different milestones, not solely those based on performance. Work anniversaries, personal achievements, or involvement in community service can all serve as excellent chances to highlight individuals.

Creating a “Recognition Committee” consisting of employees from various departments may foster new ideas for uniquely celebrating diverse cultures and accomplishments.

I think arranging monthly team-building activities where everyone can discuss their recent achievements can foster a feeling of togetherness and shared recognition.

Moreover, utilizing digital platforms for acknowledgment can assist in closing gaps in remote or hybrid work environments.

These small interactions, whether online or face-to-face, play a crucial role in fostering a culture where individuals feel acknowledged and valued.

Milestones Foster Inclusive Recognition

The HR Spotlight team thanks these industry leaders for offering their expertise and experience and sharing these insights.

Do you wish to contribute to the next HR Spotlight article? Or is there an insight or idea you’d like to share with readers across the globe?

Write to us at connect@HRSpotlight.com, and our team will help you share your insights.

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The Daily Art of Recognition: Gestures That Drive High Employee Engagement

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The Daily Art of Recognition: Gestures That Drive High Employee Engagement

Creating a workplace where employees feel valued is essential for engagement and retention. 

This HR Spotlight article compiles insights from business leaders and HR professionals on specific recognition practices, feedback rituals, and day-to-day gestures to help employees feel seen. 

Experts emphasize personalized, timely acknowledgment, such as customer-linked praise, struggle validation, or real-time shoutouts. 

They advocate for rituals like dedicated chat channels, meeting spotlights, and handwritten notes to foster a culture of appreciation. 

By tying recognition to specific contributions and personal milestones, these strategies ensure employees feel noticed and connected, enhancing trust and morale across teams in any work environment.

Read on!

Mark Harrell
Owner, Scrubs of Evans

Running Scrubs of Evans for 16+ years taught me that recognition is different when it’s tied to customer impact. I don’t just say “thanks for organizing inventory”—I tell my team exactly which healthcare worker found their perfect fit because of that organization.

My most effective practice is the “customer story share.” When a nurse tells me our Maevn scrubs helped her through a 12-hour shift comfortably, I immediately text that feedback to whoever handled her fitting. Real customer names, real impact stories.

I also track which team member’s recommendations lead to repeat purchases. When someone’s suggestion about Healing Hands scrubs results in a customer buying three more sets, I announce those numbers publicly.

Our sales jumped 31% once people saw their advice generating actual revenue.
The magic happens when employees see their daily work creating genuine value for healthcare heroes in our CSRA community.

Numbers and names make recognition stick—vague praise disappears.

Customer Stories Highlight Team Impact

Dr. Bambi Rattner
Founder, Intensive Therapy Retreats

After 30+ years treating trauma and running therapy retreats, I’ve learned that feeling “unseen” at work creates the same psychological wounds as other forms of neglect. The most powerful recognition practice I recommend is what I call “process witnessing”—acknowledging not just results, but the emotional labor behind them.

At my intensive retreats, I’ve seen how transformative it is when someone’s struggle gets acknowledged before their breakthrough. The same applies at work. Instead of only celebrating the closed deal, recognize the resilience it took to handle three difficult client rejections first.

Create “struggle acknowledgment moments” in team meetings. When someone steers a frustrating system or handles a difficult customer, name that effort specifically: “I saw how you stayed patient through that entire technical meltdown with the client.”

This validates their emotional investment, not just their output. The employees who feel most seen are those whose internal experience gets recognized—their persistence, their patience under pressure, their willingness to help teammates.

These moments of acknowledgment heal the daily micro-wounds of feeling invisible.

Acknowledge Emotional Labor in Recognition

Michael Weiss
Partner, Lerner & Weiss

As an employment attorney with 40+ years defending employers, I’ve seen countless wrongful termination cases that started with employees feeling invisible before performance issues escalated. The most effective gesture I recommend is the “documentation appreciation note”—when managers document good performance just as thoroughly as problems.

I had a client avoid a $135,000 discrimination lawsuit because their supervisor regularly sent brief emails acknowledging specific contributions: “Your contract review caught the liability clause that saved us $50K” or “The client specifically mentioned your thoroughness in yesterday’s presentation.”

When the employee later claimed bias, we had months of documented recognition showing consistent positive feedback. The key is making recognition legally protective while being genuinely meaningful.

Instead of generic praise, tie recognition to measurable business impact. This creates a paper trail that protects employers while making employees feel valued for concrete contributions.

I also advise clients to implement “feedback documentation” where positive conversations get brief follow-up emails: “As discussed, your handling of the Johnson account exceeded expectations.” This simple practice has helped multiple clients successfully defend against retaliation claims.

Documented Praise Builds Legal, Emotional Value

Campbell Hunt
Partner, Caldera Royalty

I’ve found that one of the simplest but most powerful ways to help people feel seen is to notice the small wins in real time. Not just when a big project wraps up, but when someone handles a tough client call with patience, or stays late to help a colleague.

I’ll often send a quick text or Slack message that night to acknowledge it. It takes less than a minute, but it shows them I’m paying attention even when no one else is.

Over time, those small gestures create a culture where people know their efforts won’t go unnoticed. Employees don’t just want formal recognition once a quarter – they want to feel like the little things they pour into the business actually matter day-to-day.

Real-Time Texts Boost Daily Recognition

Matt Short
LPC-Associate, Tactical Counseling

I am thrilled that you are joining our team. To get everything ready and better know you, I have a few quick questions (or not so quick if you like to overthink).

When is your birthday? Just the month and day; I heard you turn 29 next year. What’s your favorite holiday? What are other important calendar dates in your life? What are your hobbies? What is your favorite food or restaurant?

If you had $20, what is your favorite self-care act? For example, my wife goes to the movies; my brother likes relaxing candles; my sons would buy a new football or disc for golf; my stepdaughter treats herself to Dutch Bros or Starbucks; my best friend enjoys trying different whiskeys. What do you do to take care of yourself?

Is there anything else you’d like to share? I’m optimistic about having you on the team. I can’t wait to introduce you to the rest of the team and get you plugged in.

On Monday, I’ll be in the office to help with the onboarding process. I also want to go to lunch with you if you’re available. I’m also working on a few assignments to get you integrated into our team.

I expect you’ll push our program forward. I can’t wait to begin discussing our mission and vision and integrating your views, expressions, and opinions into the group. There is so much great work we can do.

Personal Onboarding Questions Build Connection

Christine Reynolds
Management Director, DoThings

Too many organisations rely on recognition portals, or gimmicks like “free coffee” vouchers. Real recognition is human. It should be easy to do (no separate portal) and built into the flow of everyday work.

One powerful practice I’ve used in my own HR teams and rolled out across Divisions I support is a dedicated “Shout Outs” channel in your team’s chat platform be that Teams, Slack, WhatsApp etc. This democratises recognition.

Managers post and staff soon jump in with peer recognition as well. It creates invaluable collateral for reinforcing praise in 1:1s and for recognising a full year of highlights at performance reviews.

Another ritual is starting every team meeting with a “Spotlights Session” where anyone can take the floor to recognise a team member. This ritual is sticky as each meeting starts on such a positive note.

Both practices build a culture of visibility, feedback and provide genuine appreciation at all levels.

Shoutout Channels Foster Team Appreciation

Christopher Migliaccio
Founder, Warren & Migliaccio

As a founder, I’ve come to understand that the power of recognition lies in its specificity and personalization. A “good job” is nice, but it loses its impact very quickly.

Conversely, taking the time to communicate the specific value of someone’s effort “Your extra effort with that client saved the deal!” or “Your research really opened our minds to the direction of our strategy!” creates an impact that is more valuable and lasting.

I have a weekly short check-in where the team can take a moment to share wins; however, I specifically want the team to highlight someone’s contribution that might otherwise go unnoticed.

The rituals leave the impression that we are building a culture where people do not just feel thanked, they feel like they are beholden to the mission. Recognition is not about being formal, it is about being sincere.

It is apparent to employees when things are disingenuous!

Specific Praise Strengthens Mission Connection

Kristie Tse
CEO, Uncover Mental Health Counseling

To help employees feel seen, it’s essential to practice consistent and intentional recognition. Start by acknowledging individual contributions during team meetings—call out specific actions or achievements that made a difference.

Regular one-on-one check-ins are also important; ask about their challenges, goals, and how you can support them. Feedback rituals, such as ending weekly meetings with a round of peer appreciations or kudos, create a positive culture.

Simple gestures, such as remembering birthdays, sending a thank-you note, or celebrating personal milestones, show that you value them as individuals.

Most importantly, listen actively and validate their emotions, letting them know their voice matters. These consistent, genuine efforts can greatly enhance their sense of belonging and appreciation.

Peer Kudos Enhance Team Belonging

Stephen Huber
President, Home Care Providers

After two decades of working with teams in both the military and healthcare industry, I have found that seeing people can be both easy and difficult, but it is always possible-if you put in the effort.

The most important thing that helps is mentioning individual wins at our weekly meeting. Not just ‘great job everyone,’ but actually saying something like ‘Maria, the way that you dealt with that family matter that day showed great compassion.’ People light up when you see the little things of what they do well, not just the big stuff.

I also go around the formal review riggishness for most feedback. If a person does something that’s worth mentioning, I’ll start the week and pull that person to the side and tell them. Or when they’re having problems with something, we discuss it before it becomes an issue.

It makes no sense to anyone to wait months to provide feedback. Handwritten Notes This sounds old fashioned but it works.

I have a collection of cards on my desk and write quick notes to people if they do something really good. This takes thirty seconds, but they are usually keeping those notes for months. It’s the micro, done right stuff that builds trust, not the fancy company-wide programs.

Handwritten Notes Create Lasting Trust

The HR Spotlight team thanks these industry leaders for offering their expertise and experience and sharing these insights.

Do you wish to contribute to the next HR Spotlight article? Or is there an insight or idea you’d like to share with readers across the globe?

Write to us at connect@HRSpotlight.com, and our team will help you share your insights.

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