As much as we’d like work to feel like family, the reality is that the workplace is transactional. Employees work with the expectation of being paid, while organizations pay with the expectation that the work will be properly executed. Along with that comes another expectation: that actions taken to positively impact the business will be recognized and reflected in performance evaluations.
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Some may argue that people shouldn’t take actions solely to receive recognition, but that’s where the nuance lies. The transactional nature of work is ingrained in our minds, making recognition a fundamental part of the workplace dynamic. Instead of dismissing this reality, leaders must understand human behavior and equip workplaces with tools that drive positive actions.
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Now, let’s explore the world of inclusion. A false narrative is forming, rooted in a foundational gap. Many employees have attended training sessions, participated in workshops, and received toolkits, yet their daily inclusive actions go unrecognized. Without acknowledgement, they are left wondering whether they are on the right track to sustain those behaviors.
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Netta Jenkins, CEO of Aerodei (Air-Oh-Dye), says, “We are babies in adult bodies with responsibilities, and without recognition, we disengage.”
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In every workplace, there are managers and employees who consistently foster inclusion without labeling their actions as such. They create space in meetings for quieter voices, check in on colleagues’ workloads, advocate for others behind closed doors, or explain concepts without judgment, but these acts are not captured in performance reviews. These small yet powerful actions often go unnoticed, even by those performing them.
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The paradox of inclusion is that when it’s done well, it’s often invisible. People who consistently take inclusive actions don’t always seek recognition, but the lack of acknowledgment can have profound consequences. Research shows that 63% of employees feel unrecognized at work, and those who feel undervalued are 2x more likely to quit within a year. Even more, only 1 in 3 employees strongly agree that they received recognition or praise for doing good work in the past seven days (Gallup). This lack of recognition creates a ripple effect, diminishing engagement, productivity, and overall team morale.
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What happens when inclusion is seen as just "being a good person" rather than a measurable contribution to workplace culture? It gets overlooked, embedded into the fabric of work without being intentionally reinforced. Over time, those quietly driving inclusivity begin to disengage, questioning if their efforts even matter.
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The Aerodei Measurable Framework is built to change this narrative. Our performance platform redefines what organizations track and celebrate. The framework works in stages:

Recognition → Engagement → Collaboration → Productivity → Fairness → Retention

By measuring inclusive actions at the Recognition stage, we create a system that spotlights the unseen labor happening every day. This isn’t just about feel-good shoutouts, it’s about embedding recognition into performance systems so that inclusive behaviors become quantifiable, rewarded actions.
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The Aerodei performance platform is what every organization doesn’t know it needs, but absolutely needs.
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When recognition is the starting point, everything else follows. Engagement deepens. Collaboration strengthens. Productivity rises. Fairness becomes the standard. And retention becomes the result.
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If you're ready to turn invisible acts into measurable impact, let's build a future where every action counts and everyone is seen.