Employee recognition, while widely acknowledged as crucial to morale and retention, often leaves behind those in industrial or frontline roles. These environments, governed by no-phone policies and limited tech access, are frequently excluded from recognition initiatives that rely solely on digital platforms.
Vantage Circle's recently launched Phygital Employee Recognition Solution addresses this long-standing gap in employee engagement by making appreciation inclusive, accessible, and impactful for all, particularly blue-collar and frontline workers who are often overlooked by traditional digital-only Rewards and Recognition (R&R) systems. It offers customisable appreciation messages and access to both monetary and non-monetary rewards, simplifying the recognition process across all roles—from office desks to factory floors and field sites. At the heart of this solution are Phygital Recognition Cards—physical cards embedded with QR codes that bridge the digital divide.
These tangible tokens can be proudly displayed, while a simple scan unlocks personalised messages and rewards. By combining the emotional resonance of physical recognition with the reach and ease of digital platforms, this innovation ensures no one is left unseen or unappreciated.
Emotional Impact Meets Accessibility
Beyond bridging physical access, the Phygital model thoughtfully addresses the emotional and psychological dimensions of recognition that are often overlooked. A physical card serves as a lasting, visible affirmation of an employee’s contributions — far more impactful than a fleeting digital notification. By embedding these tangible moments into our broader digital ecosystem, we strengthen the emotional bond between employees and the organisation, ensuring that every worker feels genuinely valued, regardless of their work setting or technological access.
Additionally, inclusivity remains at the core of our solution's design. We have ensured that the system accommodates varying levels of technological literacy and comfort, making the experience intuitive and accessible for every employee. The cards themselves can be customised with company values and branding, reinforcing a deeper cultural alignment between individual recognition and the organisation's larger mission.
Partha Neog, CEO and Co-founder of Vantage Circle explains:
"We saw a fundamental inequity. Frontline and industrial workers are vital to business success, yet traditional recognition models rarely include them. Many workplaces operate in environments where tech use is restricted or impractical. We wanted to change that. While speaking with clients across the manufacturing, automotive, and other sectors, we identified a major pain point for the blue-collar employees in these industries: visibility. In factory settings, high-performing workers often go unnoticed not because their efforts lack impact, but because there is no easy way to capture and acknowledge them. No one pulls out a phone or logs into a portal after fixing a machine in record time or helping a coworker avoid injury. These moments happen quickly, and then they are forgotten."
Partha further adds, "Many factories implement employee engagement initiatives such as posters, bulletin boards, and verbal shoutouts during meetings. However, these efforts often lack consistency, are hard to track, and most importantly, frequently fail to reach the employees who deserve recognition the most.”
Supervisors don’t have time to log into systems or submit formal recognition reports mid-shift. And the workers? They don’t carry smartphones on the floor and aren’t regularly checking apps or intranet posts. Their world is physical, fast-paced, and hands-on.
“We realised we needed something simple, visible, and immediate—something that fits seamlessly into the factory environment, not the other way around. That’s why, when we discovered Phygital Recognition Cards, it just made sense. These cards give supervisors a quick way to recognise employees right there on the floor. No screens. No delays. Just a physical card handed over with a few words: “You made a difference today.” We’re not saying this solves every challenge. But for the first time, we saw more smiles at shift changes. Workers started receiving cards and talking about recognition. It brought pride back into everyday work. Because when good work goes unseen, motivation fades."
Why Are Frontline Workers Still Left Out of Digital Recognition?
Is it a tech barrier, cultural mindset, or both?
The underrepresentation of frontline and blue-collar workers in most digital R&R platforms stems from a combination of factors and it would be an oversimplification to attribute it solely to a technology gap. It is a multifaceted issue that encompasses technological, cultural, and structural factors. While technology access is the most visible barrier, the problem runs deeper.
From a technological standpoint, many R&R platforms are designed with assumptions about continuous digital access. When your primary workforce uses computers all day, digital-only solutions make sense. However, this design approach inherently excludes those without such access.
“Cultural factors also play a significant role. There's often an unconscious bias in how organisations conceptualise recognition, focusing on metrics and achievements typical of knowledge workers while overlooking the equally valuable contributions of frontline staff."
The "out of sight, out of mind" phenomenon affects recognition patterns when decision-makers have limited visibility into frontline operations. Structurally, many organisations haven't invested in creating recognition frameworks that accommodate diverse work environments. This isn't usually intentional exclusion but rather a failure to innovate beyond conventional digital-only approaches,” says Neog.
“True workplace equity requires acknowledging these gaps and intentionally designing solutions that address them. Recognition should be accessible to every contributor, regardless of their role or working environment. Our phygital approach represents our commitment to this principle,” he adds.
Also Read: MSME Day 2025: Why Employee Healthcare Must Be Part of the Growth Conversation
From Optional to Essential: The Business Case for Recognition
When speaking with leaders in high-pressure industries like manufacturing or retail, Neog says he focuses on translating recognition into the business metrics they already prioritise.
“First, we present the compelling economic case. In manufacturing, where turnover is a persistent challenge, the costs are substantial. According to the Manufacturing Institute, 83% of manufacturing workers express a desire for recognition, yet Gallup research shows only 1 in 10 employees believe their workplace emphasises recognition. This disconnect directly impacts retention—when workers feel unappreciated, especially in physically demanding environments with long hours and isolated conditions, they leave.”
The healthcare industry provides another powerful example. According to a 2021 NSI Nursing Solutions report, the average cost of turnover ranges between $28,400 $51,700, which can reach 1.5 times the annual salary when accounting for all associated costs. A study published in the Journal of Nursing Administration estimated that hospitals can save significant amounts, approximately $328,400 annually, for every percentage point reduction in nurse turnover. When we compare these documented turnover costs against the relatively modest investment in a recognition program, the ROI becomes immediately apparent.
“Second, we emphasise the operational benefits. In high-pressure environments, employee engagement—the emotional connection to the organisation and work—directly correlates with performance metrics that operations leaders already track: reduced errors, improved safety compliance, and enhanced productivity. Recognition is one of the most powerful drivers of this engagement,” he adds.
The challenge has always been implementation. Traditional recognition programs worked well for employees with direct digital access but excluded those without it, which describes many frontline workers in manufacturing and retail settings. This is where Vantage Circle’s phygital solution bridges the gap.
“By presenting recognition as a strategic solution to existing business challenges rather than an additional HR initiative, we help leaders see appreciation for what it truly is—not just a feel-good exercise, but a critical business driver that impacts their most important metrics,” Neog adds.
Mamta Sharma is a freelance journalist committed to sharing stories on talent management, DEIB, workplace culture, alongside narratives on leadership, entrepreneurship, tech innovation and employee wellbeing.
