Company culture has changed. Employee expectations have changed. But too often, the tools meant to support culture still feel like they were built for a different era. That’s the challenge facing many legacy recognition platforms, O.C. Tanner included.
Employees want to feel connected across teams, recognized for everyday contributions, and seen by peers, not just managers. Companies want more than plaques and catalog rewards. They want culture to feel real. They want engagement to be a shared experience, not a line item. That’s where modern recognition platforms come in.
The Shift from Legacy to Living Culture
Legacy recognition platforms tend to focus on top-down models. A manager gives a formal award. HR logs the date. Maybe the employee gets a gift from a catalog. That structure still has a place, but it doesn’t reflect how modern teams work or what motivates them.
The workplace today is more collaborative and more distributed. People aren’t sitting in the same office where recognition can happen casually in the break room or at a team lunch. And they’re not waiting five years for someone to notice the impact they’ve made.
They want to be seen in real time, by the people who actually work alongside them. They want recognition that aligns with shared values. And they want it to feel authentic—not a formality.
Platforms like Motivosity are built around that reality. They’re designed to support frequent, meaningful peer-to-peer recognition, reinforce company values, and create a sense of connection across roles and locations. It’s not about replacing traditional recognition. It’s about expanding it to meet the needs of today’s workforce.
Recognition That Builds Community
Culture isn’t something you hand out at the holiday party. It’s built in the everyday moments like small interactions, shared goals, and moments of appreciation that remind people they’re part of something bigger.
O.C. Tanner’s programs often focus on long-term achievements or annual events. But modern platforms focus on the space in between—the work people do every day and the way they support each other in the process.
That’s where peer-to-peer recognition makes a real difference. When a coworker takes time to acknowledge someone else for living out a company value, it reinforces that value across the team. And when that appreciation is visible to others, it spreads.
According to Motivosity’s internal research, peer recognition doesn’t just feel good. It improves engagement, strengthens teamwork, and boosts performance. One study found that employees without peer recognition are three times more likely to be disengaged. That’s not a small problem. It’s a signal that culture is slipping out of reach.
Real-Time Feedback, Real Business Impact
Recognition doesn’t work when it’s delayed or disconnected. Waiting until the end of the year to give someone a plaque doesn’t match how people operate today. They want feedback that’s relevant and timely.
Modern platforms allow employees to give and receive recognition in the flow of work. Whether it’s through Slack, Teams, or a web-based platform, appreciation happens where people already are. That consistency builds trust and encourages more participation.
It also gives companies real insight into what’s happening. When recognition is tracked digitally, you can see how culture is unfolding in real time. You can see which values are being lived out. You can see which teams are actively supporting each other. That kind of visibility turns recognition into a strategic tool—not just an HR function.
“Recognition is only powerful when it’s specific and shared,” says Scott Johnson, CEO of Motivosity. “When people see that someone is being appreciated for doing something that reflects the company’s values, it reinforces the culture as a whole. It’s not about giving a reward. It’s about making values visible.”
Flexibility That Supports Scale
One of the biggest drawbacks of older recognition systems is how rigid they are. If you want to change an award program or add a new recognition type, it can require an overhaul of the whole system. That’s a problem for growing teams or organizations going through change.
Modern recognition tools are designed to scale with the business. They’re flexible enough to support remote teams, cross-functional recognition, and culture-building in real time. Whether you have 50 employees or 5,000, a good system will grow with you—not slow you down.
These platforms also offer different ways to recognize and reward. Some moments call for a simple thank-you. Others might benefit from a small reward. The point is to give companies options—not force them into a one-size-fits-all program.
Designed for Today’s Workforce
The way people work has changed. Recognition platforms should reflect that.
Younger employees, in particular, expect transparency, frequent feedback, and meaningful connection to the company’s mission. They don’t just want to be told they’re doing well. They want to understand how their work fits into the bigger picture and feel supported by the people around them.
Motivosity was built with those expectations in mind. It focuses on recognition as a social and cultural experience not just a transaction. The platform makes it easy for employees to appreciate one another, tie recognition to values, and build community across distance and roles.
“Too many companies treat culture like a campaign,” says Johnson. “But the best cultures aren’t built that way. They’re shaped by the day-to-day choices employees make to support each other. A strong recognition program makes those choices visible and easier to repeat.”
The Future of Recognition Is Connected
Legacy platforms have helped many companies build recognition programs over the years. But if you’re looking for a modern alternative—something that supports connection, reinforces values, and creates a shared culture—there are better options for today’s workplace.
Tools like Motivosity are designed for companies that want recognition to do more than check a box. They want it to drive engagement, support retention, and create a place where people want to stay.
Culture isn’t a department or a spreadsheet. It lives in the way people interact, appreciate, and show up for each other. Recognition helps those interactions stick. And the right platform can turn them into something that lasts.