In a recent blog post, “End of the Year Employee Recognition Tactics,” we discussed how the end of the year can and should be embraced as time to recognize your employees. In this post, we explore building a global workplace culture.
About Maslow Insights
Maslow Insights is a recognition and culture expert designed to help companies answer their toughest people-related challenges. Built by Xceleration, it draws on research, benchmarks, and real-world best practices to deliver actionable recommendations tailored to diverse workplaces. Whether you’re leading a single team or a global enterprise, Maslow Insights equips you with strategies to strengthen culture and improve engagement.
Curious how Maslow Insights can support your global culture strategy? Discover how it works here.
6 Steps for Building a Global Workplace Culture
1. Make Recognition Universal, Yet Culturally Sensitive
Why it matters: Global organizations span diverse backgrounds, values, and expectations around recognition. What feels meaningful in one region may fall flat—or cause discomfort—in another.
Action:
- Establish core recognition principles (e.g., fairness, accessibility, sincerity) that are universal.
- Empower local leaders to adapt delivery—such as language, timing, and format—to fit regional norms.
- Use employee surveys or focus groups to surface cultural preferences.
2. Leverage Peer-to-Peer Recognition Platforms
Why it matters: According to the Incentive Research Foundation (IRF), peer-to-peer platforms democratize recognition, increasing frequency and inclusivity. Employees with access to these tools report higher engagement and a stronger recognition culture.
Action:
- Invest in an enterprise-wide, user-friendly recognition platform accessible to all employees.
- Ensure the platform supports multiple languages and localizes content.
- Encourage recognition not just from managers but across functions and levels—including cross-border teams.
3. Prioritize Frequency, Timeliness, and Sincerity
Why it matters: The IRF’s latest report found that frequent, timely recognition is perceived as more genuine—and boosts engagement. Sincerity is more impactful than the size or cost of a reward.
Action:
- Coach leaders to recognize contributions quickly and specifically—ideally in the moment.
- Normalize regular appreciation: weekly or monthly touchpoints, not just annual awards.
- Equip managers with templates/examples for authentic, detailed praise.
4. Broaden What You Recognize
Why it matters: Most programs over-index on individual performance, overlooking team achievements, collaboration, and cultural contributions—key drivers in global, matrixed organizations.
Action:
- Expand recognition criteria to include teamwork, innovation, knowledge-sharing, and values-driven behaviors.
- Celebrate both outcomes and the positive behaviors that drive long-term success.
5. Ensure Equity and Accessibility
Why it matters: Recognition must be accessible to all roles, levels, and locations. The IRF notes a gap—lower-income employees are less likely to have access to platforms and rewards.
Action:
- Audit access to recognition tools and ensure frontline, remote, and lower-band employees are included.
- Offer digital and offline options for those in regions with technology constraints.
6. Measure, Iterate, and Communicate Impact
Why it matters: Recognition should be data-driven and continuously improved. Communicating wins helps reinforce the culture you’re building.
Action:
- Track participation by region, role, and demographic.
- Solicit employee feedback to refine approaches.
- Share stories of recognition impacting business outcomes—customer wins, innovation, retention.
Summary & Next Steps
Building a global culture of recognition is about balance: consistency in values, flexibility in delivery, and a relentless focus on genuine appreciation. Start with universal principles, empower local adaptation, and leverage technology to connect, include, and celebrate every employee—everywhere.
Would you like examples of successful global recognition programs, or want to discuss platform features to support your teams?