According to 89 percent of respondents, an employee-recognition program helps with employee experience, while 86 percent say it benefits employee relationships; 85 percent cite its positive effect on organizational culture; 84 percent say it helps employee engagement; and 83 percent say it benefits organizational values. Therefore, says the report, HR leaders need to treat employee recognition as not just a program, but a management practice with a real and measurable business impact.

Of course, it helps if companies put their money where their recognition is. While values-based recognition is still the highest rated among HR leaders who adopt these programs to reinforce and drive business goals, recognition programs that are underfunded or have a zero budget are less likely to be rated highly than those that are funded at 1 percent or more of payroll. For instance, compared to cost-saving recognition programs like “e-thanks,” programs at 1 percent or more of payroll are 86 percent more likely to be rated as good or excellent.

In addition, 89 percent of HR leaders surveyed agree ongoing peer feedback and check-ins have a positive impact on their organizations.

But don’t forget about employees’ lives outside the workplace. At 64 percent, workers are nearly twice as likely to agree their company is a good place to work when they are very or somewhat satisfied with how life events, such as getting married, buying a house or having a child, are celebrated in the office, compared with 35 percent who are very or somewhat dissatisfied with how those events are celebrated.