Employee recognition programs live or die by the insights they generate. Without robust reporting, organizations operate blindly, unable to identify engagement gaps, measure program ROI, or understand which behaviors drive culture. Recognize addresses this challenge with comprehensive analytics that span company-wide dashboards, manager portals, individual metrics, and customizable exports. Here’s everything you need to know about turning recognition data into strategic action.
This dashboard serves as mission control for recognition programs, providing a snapshot of organizational engagement across multiple dimensions. The dashboard displays new users, recognitions, comments, likes, and reactions within monthly, quarterly, yearly, or custom timeframes, with metrics broken down by source.
The dashboard also highlights top performers through multiple lenses: top recognition senders, top recognition receivers, top point accumulators, and top earners of each value and behavior-based recognition. These can be leveraged for larger Awards at any time.
The Recognition Engagement Score (RES) stands as Recognize’s signature metric for program health. RES measures the percentage of unique recognition recipients and senders. These scores appear at both company and team levels, enabling comparative analysis across the entire organization.
Yearly RES tracks inclusion over a full calendar year. Recognize averages 85% annual engagement across its customer base.
Quarterly RES is the metric that should be monitored most closely. For programs that include peer-to-peer recognition (highly recommended), 80% by quarter end is an excellent goal.
These benchmarks transform RES from abstract numbers into actionable targets, helping HR leaders assess program performance against industry standards.
The Engagement tab allows company admins to segment engagement data by role, department, country, or manager, across customizable time intervals. This granular view reveals whether recognition culture thrives equally across all organizational segments or concentrates in specific pockets.
If one department shows significantly lower engagement than others, leaders can investigate: Are managers in that area modeling recognition behavior? Do department-specific workflows make recognition more difficult? Is the badge structure resonating with that team’s values?
Managers need visibility into their teams’ recognition patterns without accessing company-wide data. The Manager Portal provides an environment where managers view engagement statistics, recognitions, and anniversaries of their direct reports.
The Manager Dashboard mirrors the Company Admin structure at team scale, showing cumulative recognitions, comments, likes, and reactions within selected timeframes. Managers can filter data by month, quarter, year, or custom intervals, and view breakdowns by peer versus anniversary recognitions.
The Top Employees section helps managers identify top recognition senders, receivers, and point accumulators among their direct reports, as well as those who haven’t received or sent recognition. This last capability is particularly powerful; it surfaces disengaged or overlooked team members who might otherwise slip through the cracks.
Perhaps the most actionable reporting feature is the ability to identify employees who haven’t participated. Recognize enables pulling reports to see which employees have not received or sent recognition, and reviewing users who are not yet active.
These negative reports, showing absence rather than presence, often matter more than highlighting top performers. An employee who hasn’t received recognition in three months may be disengaged, overlooked, or struggling. An employee who hasn’t sent recognition might not understand the program or feel comfortable participating. Early identification enables intervention before these patterns calcify into turnover risk.
The true test of any analytics system is whether it drives meaningful change. Recognize’s reporting architecture supports this by:
Recognition programs succeed when they move beyond feel-good gestures to become strategic culture tools. Recognize’s comprehensive reporting capabilities provide the visibility needed to make that transition, transforming recognition from an initiative HR launches to a data-driven practice the entire organization owns.