0
0
A new Workhuman study suggests that putting real monetary value behind employee recognition may be one of the most effective, and overlooked, levers for boosting belonging, motivation, and organisational advocacy in 2025.
The 2025 Workhuman Global Research Study: The Tangible Value of Appreciation – surveying more than 2,500 employees across the U.S., U.K., Ireland, Canada, and Australia – finds that when recognition includes meaningful, redeemable rewards, employees feel more connected, more motivated, and more inclined to recommend their employer as a great place to work.
Clear Value Drives Stronger Human Outcomes
While recognition programmes have become commonplace, not all approaches perform equally. The study highlights a striking difference between general praise and recognition that includes tangible rewards such as points or monetary value. According to the data:
-
Belonging rises by 28% and engagement by 21% when recognition includes rewards with clear monetary value.
-
Employees who report a very positive recognition and reward experience are 2x more likely to feel motivated and 19x more likely to recommend their organization as a great employer.
-
94% of those with a very positive recognition experience say they feel motivated at work.
-
Being recognised with a tangible reward more than twice per year makes employees 34% more likely to feel they belong in their organisation.
The research signals a growing expectation among employees: appreciation should be not only sincere but also meaningful and actionable.
Recognition as a Social Connector
Perhaps one of the most interesting findings is how employees actually use their rewards. Rather than focusing solely on personal benefit, many respondents said their reward redemptions helped strengthen relationships both inside and outside work:
-
70% use recognition rewards as gifts for colleagues, friends, or family.
-
More than half use points for items that support loved ones’ wellbeing. These employees report being 25% more likely to feel motivated and 16% more likely to feel connected to colleagues.
-
Positive reward experiences nearly double the likelihood that employees feel connected to their coworkers (93% vs. 48%).
The data reinforces a growing theme in employee experience: recognition has ripple effects that extend beyond the moment of praise.
Consumer-Grade Expectations Are Now the Standard
Ease, convenience, and choice are becoming central to whether recognition programmes deliver value. Respondents highlighted several expectations for reward redemption:
-
44% want a simple, seamless mobile experience.
-
40% expect clear guidance on how to redeem rewards.
-
31% want a shopping experience on par with major e-commerce platforms.
This shift mirrors a broader trend: as workplaces become more distributed and digitally driven, employees expect their HR tools to match the quality of their consumer apps.
Workhuman’s Perspective
“Rewards make appreciation concrete,” said Tom Libretto, President of Workhuman. “They create stories people remember and a lasting reminder of their contributions.”
Sarah Whitman, SVP of eCommerce at Workhuman, added that the rewards experience needs to feel personal, meaningful, and aligned to employee values. Workhuman’s own approach includes a global marketplace featuring merchandise, experiences, charity options, and curated collections designed to make recognition memorable and culturally relevant.
What This Means for HR Leaders
For HR teams rethinking recognition strategies in 2025, the study underscores several important takeaways:
-
Recognition must be intentional: Praise matters, but tangible rewards amplify impact.
-
Frequency counts: Sporadic recognition is far less effective than a steady cadence linked to meaningful contributions.
-
Personalisation drives engagement: Employees respond to experiences that reflect their values and lives beyond work.
-
Design matters: A consumer-grade experience is no longer optional—it’s expected.
As HR leaders look for cost-effective ways to improve culture, retain talent, and strengthen connection in hybrid environments, the data suggests that a well-designed recognition and reward strategy may deliver outsized returns.
