Employee recognition can take various forms depending on the perspective from which we approach the work process. Four main forms of recognition can be identified with respect to the key dimensions of work: existential recognition, recognition of work practices, recognition of dedication to work, and recognition of results.

Existential recognition focuses on employees as distinct beings with their own identities and expertise (Jacob, 2001). This form of recognition is found in everyday interaction and is expressed for no other reason than because individuals are human. Thanks to this recognition, individuals are free to speak and perhaps influence organizational decisions.

Description of illustration: Existential recognition looks at human beings, their personalities, and individual characteristics. Here, the person is in the foreground, reflecting her importance and highlighting her uniqueness. In the background, her coworkers and superiors provide support and acknowledgement.

Recognition of work practices looks at how an employee performs a task. It takes into account a worker's behaviors, skills, and professional qualifications. Among other aspects, it focuses on creativity, innovation, and the continued improvement of work methods. In short, this form of recognition underscores the way an employee performs work duties on a daily basis.

Description of illustration: Recognition of work practices acknowledges how work is performed, as well as professional qualifications and skills. An employee gives a thumbs-up to show her appreciation and pride in her coworker's work method and professionalism.

Recognition of dedication to work concerns the quality and quantity of efforts an employee makes to contribute to the work process. It highlights the contribution of employees, the risks they take to complete company projects, and the energy they expend, independent of results. In short, it recognizes the employee's contribution to the company's ongoing operation.

Description of illustration: Recognition of dedication to work focuses on the effort and energy employees expend in completing their work. Here, a superior gives an employee a bonus for the dedication he has shown. This bonus rewards his involvement and hard work in completing the project.

Recognition of results bears directly on the end product. It is a judgment and a mark of gratitude based on the efficiency, usefulness, and quality of work performed by an employee or a group of employees. It should be noted that this form of recognition depends on results, and that it is only expressed once a task has been completed.

Description of illustration: Recognition of results concerns the achievement of organizational objectives as well as the effectiveness of the end product. Here, the employee has achieved his objectives and his coworkers are congratulating him.

These four main forms of recognition are complementary and interdependent. All four should be used on a daily basis in order to meet employee needs for recognition as organization members and appreciation as workers able to participate in the work process, dedicate effort and energy, complete tasks effectively and efficiently, and generate results that reflect their professional know-how. No single form of employee recognition should be used alone or favored over another. The expression of employee recognition should reflect the people it targets, i.e., dynamic, diverse, and sincere.