Recognition Consulting & Programme Management

As we place more pressure on the workplace than ever, HR leaders face increasingly bigger challenges. They need more than good intentions from their employee recognition vendors. Leaders need evidence that programmes work, measurable outcomes that drive impact, and a partner who truly understands the complexity of their world.

To make all that happen, O.C. Tanner’s recognition consulting and programme management aren’t just built on experience, they’re powered by in-depth research from the O.C. Tanner Institute and insights from the Global Culture Report, guided by robust analytics, and delivered through a true partnership model.

For decades, O.C. Tanner has helped organisations create world-class cultures that last, using data-driven strategies and hands-on collaboration to achieve enterprise-level results.

What Is Recognition Consulting?

Recognition consulting is an intentional, strategic plan designed to transform workplace culture. It involves cultural assessment, strategy design, programme management, change enablement, and continuous improvement. These elements ensure recognition isn’t just a one-time initiative but an ongoing driver of engagement and performance.

Global organisations also need lasting partnerships that can scale and drive cultural transformation. Our partnership model ensures every step is strategic, collaborative, and tailored to your organisation’s goals. Here’s how it works:

Discovery & Cultural Assessment

We start by listening. Through surveys, data analysis, and stakeholder interviews, we uncover the realities of your culture and identify opportunities for impact and change.

Strategy Development

Next, we design a recognition strategy grounded in research and analytics that aligns with your business objectives and employee experience goals.

Implementation & Enablement

From technology integrations to training and communications, we make sure your programme launches smoothly and employees are ready to engage.

Ongoing Measurement & Improvement

Success doesn’t stop at launch. We track ROI, monitor adoption, and continuously optimise your programme to keep it relevant and effective.

This process is powered by our partnership model, which means we’re not just a vendor, we’re a long-term partner invested in your success. From analytics-driven decisions to hands-on support, we work side by side with HR leaders to create recognition programmes that truly inspire.

Learn more about how O.C. Tanner partners and collaborates with companies to elevate and energise their company cultures.

Recognition Centre of Excellence: Trend vs. Substance

The term Recognition Centre of Excellence is gaining traction in the HR space. Let’s take a look at what it means. At its best, a Centre of Excellence (CoE) provides standards, governance, enablement, and training, a centralised hub to ensure recognition programmes are consistent, scalable, and aligned with organisational goals.

There’s a lot of market hype around CoEs right now. Some providers position them as a silver bullet. But the truth is, a CoE should complement, not replace, seasoned consulting and research. Without a strong foundation of practical insights and strategy, a CoE risks becoming a buzzword rather than a driver of real cultural impact.

Some recognition providers highlight their very new and inexperienced in-house CoE as a differentiator. While that’s a start, O.C. Tanner offers something much deeper: 

• Nearly 100 years of thought leadership
• Our client Design Centre
• A dedicated team of researchers in the O.C. Tanner Institute
• The annual Global Culture Report, State of Employee Recognition Reports, and other research materials that provide actionable data and trends from employees and leaders worldwide. 

This research-backed approach ensures that every CoE we help build is grounded in evidence, analytics, and proven strategies—not just theory.

Why Research Matters: From Insight to Measurable Outcomes

In today’s HR landscape, decisions can’t be based on guesswork or generic best practices. They need to be grounded in evidence. That’s why research is at the heart of everything we do at O.C. Tanner. Our consulting approach is powered by the O.C. Tanner Institute and the annual Global Culture Report, which provide deep insights into workplace culture trends, employee expectations, and leadership behaviours across the globe.

This research is always timely and actionable. By leveraging longitudinal data, we help organisations connect recognition strategies to real business outcomes like lower attrition, stronger sense of belonging, and improved performance. Instead of relying on one-size-fits-all solutions, our recommendations are tailored to your unique culture and informed by years of data and analytics.

The result? Programmes that deliver measurable impact. And because our research continually evolves, your strategy stays ahead of the curve, adapting as you do to new challenges and opportunities in the workplace.

“The O.C. Tanner team is part of our own work team. They understand our culture and our needs and are always available to brainstorm ideas and help with our overall recognition strategy.”
‍‍—Norton Healthcare

Analytics That Drive Action: Dashboards, NPS, Retention & Risk

Data is powerful, but only when it leads to action. Our analytics go beyond vanity metrics to deliver prescriptive insights that help leaders make informed decisions and continuously improve recognition strategies.

Our advanced dashboards track trends across critical dimensions like programme activity, employee sentiment, Net Promoter Score (NPS), retention rates, and at-risk employees. These are signals that guide strategy. For example, if engagement dips in a specific region or team, we surface that insight early so you can act before it impacts performance or culture.

What sets our analytics apart is how they inform iterative strategy and executive reporting. Instead of static reports, we provide dynamic insights that help you answer questions like:

• Is recognition improving belonging and reducing attrition?
• Which teams need more support to boost engagement?
• Where can we optimise for greater ROI?

By combining real-time data with longitudinal research, we help organisations move from insight to measurable outcomes. This ensures recognition programmes deliver impact where it matters most.

Change Management & Manager Enablement

Launching a recognition programme is only the beginning. True success comes from adoption and cultural integration. That’s why we pair change management with manager enablement, ensuring leaders have the tools and confidence to make recognition meaningful. Our enablement levers include:

• ‍Expert Webinars: Practical sessions that guide leaders through best practices and real-world examples.
• ‍Cultural Insights: World-class research and strategies tailored to your organisation’s unique dynamics.
• ‍Manager Training: Hands-on learning that empowers managers to deliver authentic, impactful recognition moments.

Why does this matter? Because change management is about driving usage, improving the quality of recognition moments, and ultimately shaping culture outcomes. When managers are equipped and engaged, recognition becomes a natural part of daily work, strengthening belonging and performance across the organisation.

Integrations: Recognition in the Flow of Work

Recognition works best when it’s effortless. When it’s fully integrated into the tools employees already use every day. That’s why we offer out-of-the-box integrations with platforms like Outlook, Microsoft Teams, Viva Engage, SharePoint, Google Workspace, and Slack, making recognition accessible in the natural flow of work.

Beyond collaboration tools, we also partner strategically with systems like Workday for HRIS and Personify Health for well-being, ensuring recognition connects seamlessly with broader people and performance initiatives.

Why does this matter? Convenience drives sustained behavi​our change. When recognition is easy and intuitive, it becomes a habit instead of an afterthought.

And those habits lead to measurable impact: stronger engagement, higher retention, and a culture where appreciation is part of everyday work life.

Global Rewards & Cost Control

Recognition should feel meaningful everywhere, not just in one region. That’s why O.C. Tanner offers localized reward catalogs designed to reflect cultural preferences and ensure fairness across geographies. Employees can choose rewards that resonate with them, while organisations maintain budget controls and governance to manage costs effectively.

Our approach simplifies global complexity. By centralsing procurement and standardizing processes, we help organisations avoid the headaches of managing multiple vendors and currencies. At the same time, we ensure every employee enjoys a consistent, high-quality experience, whether they’re in New York, London, or Singapore.

This creates global equity with local relevance, paired with cost management that keeps recognition sustainable. With O.C. Tanner, you don’t just deliver rewards, you create a seamless experience that strengthens culture worldwide.

How to Evaluate Partners: A Buyer’s Checklist

Choosing the right recognition partner is about more than technology—it’s about finding a team that can deliver strategy, outcomes, and long-term impact. Here’s what to look for:

Research Credentials

Does the partner have a dedicated research arm, peer-reviewed insights, and longitudinal data? O.C. Tanner does—through the O.C. Tanner Institute and the Global Culture Report, which inform every recommendation.

Consulting Maturity

Look for a full-service approach: assessment, strategy, enablement, optimization. Many providers stop at implementation; O.C. Tanner goes further, guiding cultural transformation end-to-end.

Analytics Depth

Are the analytics prescriptive, tied to business outcomes, and able to flag risk indicators like attrition? Our analytics are helping leaders act on insights, not just admire dashboards.

Global Capability & Integrations

Can the partner support localized rewards, governance, and seamless integrations with tools like Teams, Slack, and Workday? O.C. Tanner delivers all of this at enterprise scale.

True Partnership vs. Transactional Support

Is the relationship consultative and ongoing or just a one-time setup? Our Partnership Model ensures continuous improvement and strategic alignment, not a “set it and forget it” approach.

When you apply this checklist, the difference is clear: O.C. Tanner outperforms “CoE-only” models by combining research-backed insights, mature consulting, advanced analytics, and global expertise. All delivered through a true partnership that scales and drives measurable cultural impact.

“O.C. Tanner is the best of the best. Their strategies and research have supported our goal to make culture a competitive advantage.”
‍—American Airlines

The Bottom Line: Why O.C. Tanner Is Different

Employee recognition is a cultural strategy that requires expertise, evidence, and partnership. HR leaders today demand more than technology. They need solutions backed by research, powered by analytics, and supported by a team that understands the complexity of global organisations.

That’s what O.C. Tanner delivers. From consulting maturity and enterprise-grade programme management to advanced analytics, global rewards, and integrations in the flow of work, every element of our approach is designed to create measurable impact. And with nearly 100 years of thought leadership, the O.C. Tanner Institute, and the Global Culture Report, we provide insights and strategies that go far beyond market hype.

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‍When you choose O.C. Tanner, you’re not just buying a platform, you’re gaining a long-term partner committed to helping you build a culture where people thrive.