HR launches another "recognition initiative." Top management supports it: focus groups, pilots, new "gratitude practices" — to "increase engagement and retention."
At first glance, it sounds warm. Being noticed, thanked, having your contribution recognized — of course that feels good.
But what happens when recognition becomes a project? It becomes a form of emotion management — controlled, dosed, safe. This isn't a culture of recognition. It's a ritual of approval.
The Mechanics of Performance
"Focus groups" create the appearance of involvement. "Pilot projects" are pre-designed and pre-approved. "We recommend attending in person" is no longer an invitation — it's a loyalty check.
Everything looks human, but in reality — the system rehearses emotions to appear alive. Warmth is manufactured. Spontaneity is scripted.
Real recognition doesn't scale and can't be standardized. It happens spontaneously — in the moment when one person genuinely sees another. What's being launched isn't about people. It's an attempt to reproduce warmth through algorithm.
The Signal
And as always, at the center of the performance — the right words. Behind the scenes — the same overload, fog, and exhaustion.
The attempt to replace meaning with metrics, and respect with process. When the system tries to manufacture humanity, it reveals how little humanity remains.
The moment you try, it's already gone.