Employee appreciation is about treating each employee as unique and important. A specific focus on appreciation is more than just an effort by human resources; it’s a strategic business initiative. In today’s competitive job market, organizations that prioritize the employee experience are fostering more engaged, motivated, and productive teams.
But how well are companies really demonstrating appreciation? Reward Gateway | Edenred recently conducted research on just that. Our 2025 Appreciation Index sheds light on the current state of workplace appreciation, identifying the key trends, gaps, and opportunities for improvement that people leaders need to know.
Recommended For You
The state of employee appreciation
The 2025 Appreciation Index surveyed respondents on a scale of 0 to 100, designed to gauge employee sentiment towards appreciation in the workplace. Based on this methodology, the survey uncovered a global score of 65, indicating that while appreciation exists, there is significant room for growth.
Regional disparities further highlight the inconsistencies:
● United States: 66.3 (above the global benchmark)
● United Kingdom: 61.8 (below the global benchmark)
● Australia: 66.8 (above the global benchmark)
The report also uncovers some notable gaps:
● Non-binary individuals reported a lower appreciation score (44.2) compared to men (67) and women (65)
● Employees in smaller organizations felt more appreciated (66.5) than those at larger organizations (60.5)
● Employees with more authority over their work reported higher levels of appreciation (70) compared to those who don’t (60)
● Executives reported feeling more appreciated (74.4) than mid-level (65.2) and entry level (63.2) employees
These disparities underscore the need for more inclusive and consistent appreciation practices to ensure all employees feel valued.
The impact of employee appreciation
Feeling appreciated at work is also directly tied to employee performance. It’s simple, really; when employees feel valued, they are more likely to commit themselves to their job.
According to the Appreciation Index, when employees feel appreciated by employers:
● 70.5% report higher engagement levels
● 68.7% experience greater job satisfaction
● 59.2% are willing to take on extra tasks
The benefits of an engaged and appreciated workforce extend beyond individual motivation. In fact, they also translate into measurable business outcomes. Employees who feel appreciated are more likely to stay with their organization, reducing turnover and associated recruitment costs, and ensuring that investment in talent is protected.
Appreciation isn’t just about retaining employees—it’s about engaging them at a deeper level. Leaders must recognize that investing in talent requires more than periodic promotions or annual bonuses. A culture of appreciation creates stronger workplace relationships, enhances job satisfaction, and leads to a more cohesive and motivated team.
Strategies for improving employee appreciation
While survey results revealed sizable gaps in employee appreciation, there are steps that leaders can take to bridge them.
Implement recognition programs: Direct recognition from managers was found to have the biggest impact in how valued employees feel in the workplace. Training leaders to provide timely, personalized recognition can have a significant impact. These programs can be either informal or formal, depending on the workplace, and can also help employees feel more motivated about career progression and professional development initiatives.
Reward hard work: Employees want to know that their contributions matter to the broader organization. Leaders should offer meaningful rewards, whether through financial rewards, development opportunities, or public acknowledgement, as a way to reinforce appreciation for employees. Simply acknowledging the impact of an employee’s work can pay dividends.
Foster a sense of belonging: Encouraging employees to collaborate and connect with team members, celebrating diverse contributions, and creating inclusive and accepting spaces can all enhance feelings of appreciation. Acceptance of the employee as a human is an important part of them feeling appreciated, so promoting a sense of belonging in the workplace is crucial.
Provide support: Leaders who actively listen, provide feedback, and recognize employee efforts create a more engaged workforce. Support is important for both professional and personal matters. Professionally, employees want to know that their managers and leaders care about their career growth and development within an organization. Formalizing regular check-ins with managers or establishing a framework to measure professional growth can be an effective strategy. Personally, employees also want to know that they are supported should they need flexibility, whether it be for family or health related reasons, for example.
Offer public praise: Company-wide acknowledgement, whether through newsletters, awards, internal chat forums, or on social media, can reinforce appreciation at every level. Consider kick starting an internal awards program that regularly highlights contributions from across teams in a public and frequent way. You’ll be surprised at how much of an impact this seemingly simple initiative can have.
The findings from the 2025 Appreciation Index reinforce a simple, yet powerful truth: employees who feel appreciated work harder, stay longer, and contribute more meaningfully to their organizations. Prioritizing recognition is imperative to overall business success, and by fostering a culture of appreciation through consistent and meaningful rewards, organizations can unlock the full potential of their workforce.
Kaitlin Howes, HR Business Partner and US Lead at Reward Gateway | Edenred
© 2025 ALM Global, LLC, All Rights Reserved. Request academic re-use from www.copyright.com. All other uses, submit a request to [email protected]. For more information visit Asset & Logo Licensing.
