This article examines how managerial contradictions shape employees’ perceptions of recognition within a Tunisian small and medium-sized enterprise operating in the agri-food sector. Although the company promotes a discourse centered on autonomy, responsibility, and employee participation, actual managerial practices remain governed by a rigid hierarchical structure and strong centralized control. This inconsistency generates confusion, weakens trust, and undermines authentic recognition at work. The purpose of this study is to explore how discrepancies between managerial discourse and daily practices influence employee motivation, engagement, and perceived value. The research is based on a qualitative approach, involving forty semi-structured interviews conducted with employees from different hierarchical levels. The thematic analysis reveals three main findings: (1) a persistent gap between the managerial intentions communicated by the leadership and the organizational routines that prevail, (2) a significant deficit of recognition resulting from structural rigidity and the absence of sincere and constructive feedback, and (3) adaptive strategies developed by employees to cope with managerial ambiguity while maintaining a minimal form of engagement. The study concludes that recognition can only be effective when embedded in a coherent managerial system where discourse and practices are aligned. The article highlights the crucial role of managerial consistency as a determinant of sustainable employee engagement in Tunisian organizations.