Leadership skill of 2025? Recognizing the power of recognition

According to the Siła Doceniania 2025 report from HRM Institute, a whopping 98% of employees see appreciation as a key component of a healthy workplace culture. It seems that recognition at work isn’t just a “nice-to-have.”

It’s a critical skill worth acquiring, whether you’re an HR leader, team manager, or an employee going about your day.

In a market where many employees in Poland are considering a job change, building a culture where people feel truly seen might be the best retention strategy many employers haven’t fully tapped into yet.

And here is why they should.

Beyond paychecks: What do we want from work?

Yes, salary matters. So does job security. No one can dispute that.

But increasingly, employees are looking for something more human: trust, acknowledgement, and regular, thoughtful feedback. The 2025 HRM report shows that people crave being valued for their effort and contributions, not just their output.

Enter the SBK Model: From fluff to feedback

But how does recognition done right look like? Though praising an employee might seem enough to do the job, it might come off as a tad generic. Recognition has to be timely, genuine, and most importantly, specific.

Let’s be honest: a standard “Good job, buddy!” might be said with the best intentions. But generic praise feels insincere and often leaves employees guessing what they actually did well. That’s why the SBK model, standing for Polish: “Sytuacja, Bohater, Korzyść” – in English ‘Situation, Hero, Benefit’ – is gaining ground as the gold standard for meaningful feedback.

Imagine replacing the usual praise of “Great presentation!” with:
“During the last meeting (enter S- Situation), your clear presentation of key metrics and recommendations (B-Boharer, aka Hero) helped secure the project funding (K).”

And then, of course, feel free to add the standard “Great work!”, why not?

It might seem simple – and it is, in truth – but it's also effective. Suddenly, appreciation becomes a strategic tool – one that reinforces the right behaviors, aligns them with business outcomes, and activates the brain’s reward system. It’s the HR equivalent of “killing two birds with one stone” kind of deal – you get to boost both the morale and motivation.

Appreciation can take many forms

Is there a one-size-fits-all praise?

Employees nowadays differ in how they receive and respond to appreciation. Therefore, inspired by Chapman and White’s The 5 Languages of Appreciation in the Workplace (2019), the Siła Doceniania 2025 report emphasizes tailoring recognition to individual preferences.

Here is what might be worth considering:

• Words of affirmation – a personal thank-you email or shoutout in a meeting.
• Quality time – a coffee with coworkers or a manager, without an agenda.
• Acts of service – pitching in when someone’s swamped.
• Tangible gifts – think bonuses, gift cards, or even a surprise day off.
• Physical touch – this can be a tricky one, but a handshake or high-five in the right context can work wonders.

The takeaway? If you have a problem deciding the best approach, observe what works best for your coworkers, or simply ask your team what kind of recognition they prefer.

Recognition in company culture: Rituals over random acts

Recognition shouldn’t be saved for birthdays or annual reviews. To really embed it in your culture, we should turn it into a ritual. Weekly shoutouts, monthly appreciation emails, or a “kudos” platform – whatever fits your team vibe.

Neuroscience backs this up. Regular praise activates the prefrontal cortex – our empathy and social bonding center. Translation: consistent recognition strengthens relationships, trust, and collaboration (HRM Institute, 2025).

Cracking the Polish distance and discomfort

But let’s be more specific and take the Polish culture under scrutiny. In Poland, giving and receiving praise can feel… awkward. Leaders often equate compliments with flattery, and many employees are unsure how to react.

But avoiding recognition doesn’t keep things neutral – unfortunately, it silently erodes morale.

The numbers speak for themselves:

• 37% of employees who feel appreciated report being more engaged.
• 47% say recognition boosts their motivation.
  (HRM Institute, 2025)

The good news? Polish people don’t need grand gestures. Simple, sincere acknowledgment –delivered consistently – goes a long way in bridging cultural discomfort.

Who feels appreciated – and who doesn’t?

Interestingly, when it comes to appreciation, gender seems to be a factor. According to the report:

• 64% of women say they feel appreciated at work,
• compared to 56% of men.

Who doesn’t feel colonized? The tendency seems to be reversed here:

• 40% of men say they don’t feel appreciated at all,
• compared to 36% of women (HRM Institute, 2025).

This may suggest women are more attuned to noticing appreciation, or perhaps more comfortable receiving it. Either way, it’s a reminder that recognition strategies should be inclusive and adaptable.

Do we show appreciation at work?

While 86% of respondents say they show appreciation at work, only 36% do so regularly. Half admit they only do it “sometimes” (HRM Institute, 2025). That’s a lot of untapped potential.

But how do employers appreciate their workers?

While most formal systems lean on bonuses (used by 54% of companies), fewer organizations invest in strategic, everyday recognition. Only 29% have internal appreciation systems, and just 27% use dedicated platforms like kudos apps.

The lesson? Recognition needs both heart and structure. Spontaneous and thoughtful appreciation works best combined with formal tools to build a culture, one where positive feedback is not a one-time thing – it’s a habit.

References:

HRM Institute. (2025). Siła doceniania 2025

Chapman, G., & White, P. (2019). The 5 Languages of Appreciation in the Workplace: Empowering Organizations by Encouraging People. Northfield Publishing.