This report analyzes rewards received by employees in the UK workplace in 2015. It found that two-thirds of employees received some form of reward, most commonly cash bonuses, overtime pay, or verbal thanks from managers. Younger employees aged 18-24 were least likely to receive rewards. Verbal recognition and meaningful rewards like nights out had a strong motivating impact on engaged employees, while rewards alone did not boost disengagement. The report concludes rewards are most effective at maintaining motivation when combined with engagement, and a simple thank you can be as impactful as monetary incentives.
Many employers are beginning to recognise the impact that rewarding employees can have not only on productivity but also staff retention rates and employee brand.
But while thanking employees in a tangible way in the first place is a definite start, the truth is that the impact rewards and bonuses can have on factors such as these within the workforce is heavily influenced by the way in which they are implemented.
As experts in reward and engagement – both in the workplace and outside of it – we have used a survey of 1,002 UK employees across a wide range of industries and business sizes, to analyse how rewards and bonuses can be tailored to have maximum impact.
Read the full report to find out how bonuses are used in the modern workplace.
Having investigated in our previous research how rewards can improve workplace situations (whether it’s employee morale and retention, productivity or wellbeing), we thought it was time to turn our attention to solving problems in the workplace. With this report we take a look at the problem of high staff turnover, and what aspects of the employer-employee relationship can make or break staff loyalty.
Recruitment, resignation and HR issues costs British businesses significant amounts in time and money, and unhappy staff will often deliver a poor service.
Crucially, all the rewards and incentives in the world will not make retain staff in the long-term if the working environment or management strategy makes them seriously unhappy.
We hope you will find the findings of this review insightful, and that you will be able to use its findings to increase retention and loyalty in your workplace.
How to Build an Effective Employee Recognition Strategy | Xexecxexec_corporate
Many organisations adopt employee recognition schemes in an effort to attract, motivate and retain talent. Find out more about the types of questions you should be asking when devising your employee recognition strategy to ensure success.
On Wednesday 28th February 2018 at #EBConnect18, Xexec's Jamie King delivered a talk on the link between engagement, reward, and recognition. Here are the slides from that presentation.
How performance recognition impacts innovation and employee engagementO.C. Tanner
What is a big company without a solid set of employees? How would Google, Microsoft, or Amazon function if they were run by one man behind a computer? The answer might be, they would function quite well for awhile—after all, that is how most of the biggest companies are started. But what about once they pick up? Once Amazon started shipping packages to millions of people across the world, it might not have worked quite as well with one man in his garage.
At the core, a company’s employees are everything. They are the ones that keep things running, that make the company what it is—whether good or bad. So it is only common decency that you should reward them with the due amount of respect and recognition that they deserve. But it is more than common decency that makes performance recognition a crucial facet of any successful business. As you can see from the slides, there is a lot of research that has proven the effect of proper employee recognition programs on things such as employee engagement, drive, work relationships, and employee retention (to name just a few). For more information, take a glance through the slides and see for yourself—happy employees make for a happy business.
How do employees reach their maximum potential? What is the one thing that is proven to transform "good enough" into "great? The simple answer: an accelerator. O.C. Tanner offers insights based on a 10-year, 200,000 person study of managers and employees, that unveils new tips, including groundbreaking statistics, strategies, and benchmarks for increasing employee engagement, retention, and results.
Many employers are beginning to recognise the impact that rewarding employees can have not only on productivity but also staff retention rates and employee brand.
But while thanking employees in a tangible way in the first place is a definite start, the truth is that the impact rewards and bonuses can have on factors such as these within the workforce is heavily influenced by the way in which they are implemented.
As experts in reward and engagement – both in the workplace and outside of it – we have used a survey of 1,002 UK employees across a wide range of industries and business sizes, to analyse how rewards and bonuses can be tailored to have maximum impact.
Read the full report to find out how bonuses are used in the modern workplace.
Having investigated in our previous research how rewards can improve workplace situations (whether it’s employee morale and retention, productivity or wellbeing), we thought it was time to turn our attention to solving problems in the workplace. With this report we take a look at the problem of high staff turnover, and what aspects of the employer-employee relationship can make or break staff loyalty.
Recruitment, resignation and HR issues costs British businesses significant amounts in time and money, and unhappy staff will often deliver a poor service.
Crucially, all the rewards and incentives in the world will not make retain staff in the long-term if the working environment or management strategy makes them seriously unhappy.
We hope you will find the findings of this review insightful, and that you will be able to use its findings to increase retention and loyalty in your workplace.
How to Build an Effective Employee Recognition Strategy | Xexecxexec_corporate
Many organisations adopt employee recognition schemes in an effort to attract, motivate and retain talent. Find out more about the types of questions you should be asking when devising your employee recognition strategy to ensure success.
On Wednesday 28th February 2018 at #EBConnect18, Xexec's Jamie King delivered a talk on the link between engagement, reward, and recognition. Here are the slides from that presentation.
How performance recognition impacts innovation and employee engagementO.C. Tanner
What is a big company without a solid set of employees? How would Google, Microsoft, or Amazon function if they were run by one man behind a computer? The answer might be, they would function quite well for awhile—after all, that is how most of the biggest companies are started. But what about once they pick up? Once Amazon started shipping packages to millions of people across the world, it might not have worked quite as well with one man in his garage.
At the core, a company’s employees are everything. They are the ones that keep things running, that make the company what it is—whether good or bad. So it is only common decency that you should reward them with the due amount of respect and recognition that they deserve. But it is more than common decency that makes performance recognition a crucial facet of any successful business. As you can see from the slides, there is a lot of research that has proven the effect of proper employee recognition programs on things such as employee engagement, drive, work relationships, and employee retention (to name just a few). For more information, take a glance through the slides and see for yourself—happy employees make for a happy business.
How do employees reach their maximum potential? What is the one thing that is proven to transform "good enough" into "great? The simple answer: an accelerator. O.C. Tanner offers insights based on a 10-year, 200,000 person study of managers and employees, that unveils new tips, including groundbreaking statistics, strategies, and benchmarks for increasing employee engagement, retention, and results.
Driving a Culture of Employee RecognitionGloboforce
Learn how to create a culture of recognition in this December 2013 webinar featuring Globoforce's Derek Irvine and Madeline Laurano of the Aberdeen Group.
Impact of Employee Engagement on Performance (Harvard Business Review)Pinky Gonzales
Employee engagement has become a top business priority for senior executives. Yet while most executives see a clear need to improve employee engagement, many have yet to develop tangible ways to measure and tackle this goal. However, a growing group of best-in-class companies says they are gaining competitive advantage through establishing metrics and practices to effectively quantify and improve the impact of their engagement initiatives on overall business performance.
Haines Watts For Love or Money - The emotional life of a business ownerHaines Watts
In this, the second instalment of our three part series, Haines Watts For Love Or Money, we explore the impact of being a business owner on the individual and whether business owners are making unparalleled sacrifices, ultimately damaging their
health, wellbeing, personal relationships and even the will to carry on.
To find out more visit: https://www.hwca.com/for-love-or-money/
How to Use Technology to Build Connections and Improve EngagementLimeade
In this webinar with Dr. Laura Hamill, Chief Science Officer and Chief People Officer and Lauren Franklin, Sr. Brand Manager, hear how employers are using technology to improve engagement for all by reinforcing a sense of connection and leveraging insights to take meaningful action.
A business case for joy in the work place. This case answers the questions, is it worth creating a joyful team, who is accountable for joy in the workplace and how does joy at work contribute to the bottom line.
While job-satisfaction is on the rise, employees are more open to consider switching jobs. Senior managers are more satisfied and less likely to move. 55% of the Very Satisfied are still open to change jobs ! Career Zones can guide recruiting stategies programs. Implement a "Going-to wards" recruiting program focused on long-term positive motivators
Beyond the Metrics: Creating Meaningful Engagement through CommunicationLimeade
In this webinar, Limeade helps businesses take on these challenges, from everyday engagement struggles to unique crisis obstacles like showing care during the COVID-19 pandemic. This webinar will empower you to find effective and innovative approaches that actually move the needle on engagement.
Employee experience is one of the biggest buzzwords in the HR industry today. But what exactly is the employee experience? How is it different from company culture or employee engagement? Is this just another fad in the industry -- or is it a must-know topic for the C-Suite?
Harvard Business Review found that organizations that invested in their employee experience had more than four times the average profit and more than two times the average revenue. Companies that invest in the employee experience have happier employees, larger talent pipelines, greater profitability and are outperforming their competitors.
In this presentation, Henry Albrecht, CEO at Limeade, and Jason Lauritsen, Speaker, Author and Consultant, will:
- Break down the employee experience and why it’s important
- Walk through the employee experience journey and the moments that shape how we feel about work
- Cover a step-by-step approach to build a highly intentional employee experience at your organization
Recognising and Engaging your virtual and remote workforcexexec_corporate
Join us for a discussion led by Lucy Mason - HR Performance Specialist at Highways England.
Join this webinar where experts will be covering some key points, including:
• How implementing a recognition solution helped achieve employee engagement.
• Why it's not always important for recognition to be financial - sometimes a "Thank you" is enough.
• How Highways England recognise their offline staff and why it's working so well.
• Why Reward and Recognition is so important during these tough times.
Join this webinar where experts will be covering some key points, including:
• How implementing a recognition solution helped achieve employee engagement.
• Why it's not always important for recognition to be financial - sometimes a "Thank you" is enough.
• How Highways England recognise their offline staff and why it's working so well.
• Why Reward and Recognition is so important during these tough times.
Using Social Recognition Technologies To Drive Broader HR Strategiesxexec_corporate
In November 2017, Jamie King, Xexec's Director of Global Rewards, delivered a presentation at REBA Innovation Day. The talk was on 'Using Social Recognition Technologies To Drive Broader HR Strategies' and covered the following areas:
- What is recognition
- Key HR strategic priorities
- Demographic shifts in the modern workforce
- The need for a social recognition strategy to engage all demographics
- Defining social recognition
- Types of social recognition technology and how they can help
- The key factor you must not forget when it comes to employing social recognition / R&R software
You can watch the presentation and download the accompanying slides here: https://info.xexec.com/video-using-social-recognition-to-drive-broader-hr-strategies
Happiness at work drives business objectives. Research shows that happy employees are more profitable, more customer-oriented and more productive. They also stand less chances of leaving that company. That’s why some companies have made happiness at work a way of doing business.
According to The Conference Board, Human Capital and Operational Excellence rank first in the Top Global Challenges in 2013. Retaining and rewarding the best employees is a major concern for more than half of HR professionals, along with the development of the next generation of corporate leaders. Employee turnover and employee motivation have an immense impact on revenues, on company culture and on its talent competitiveness in the marketplace.
It doesn’t matter if you’re a small company who just started to build a reputation or if you’re a top 40 company, your Human Capital is your biggest challenge in the upcoming years. It can make you or break you.
In this white paper we examine a very popular yet sometimes controversial subject: Happiness At Work. We’ll talk about some of the latest HR trends, about employee engagement and how you can increase workplace happiness in 2014.
Content Summary
1. Executive summary
2. Latest HR Issues
3. The challenges of employee engagement
4. How is the new HR world resolving these problems?
5. Is employee happiness interesting?
6. The case for employee happiness
7. Conclusions
Download the full White Paper!
Presentation: The Meaning is in the Moments
Presented by: Ann Melinger, Vice President, Brilliant Ink
Ann Melinger will present findings from Brilliant Ink's Employee Experience Survey, a national study of Fortune 1,000 employees examining the key moments in the employee experience and correlating them to employee engagement. Discover how building internal communications strategies around these moments can help your organization achieve higher engagement and drive positive business results.
20 Surprising Employee Retention Statistics You Need to KnowBonusly
Employee retention is a challenge for organizations across the globe. Get the numbers behind employee retention and learn some easy ways you can help your team overcome the odds.
When stakes are high, Employees need something more than their salary and usual tea-snacks... they need Engagement and Motivation (read it as INSPIRATION)
Driving a Culture of Employee RecognitionGloboforce
Learn how to create a culture of recognition in this December 2013 webinar featuring Globoforce's Derek Irvine and Madeline Laurano of the Aberdeen Group.
Impact of Employee Engagement on Performance (Harvard Business Review)Pinky Gonzales
Employee engagement has become a top business priority for senior executives. Yet while most executives see a clear need to improve employee engagement, many have yet to develop tangible ways to measure and tackle this goal. However, a growing group of best-in-class companies says they are gaining competitive advantage through establishing metrics and practices to effectively quantify and improve the impact of their engagement initiatives on overall business performance.
Haines Watts For Love or Money - The emotional life of a business ownerHaines Watts
In this, the second instalment of our three part series, Haines Watts For Love Or Money, we explore the impact of being a business owner on the individual and whether business owners are making unparalleled sacrifices, ultimately damaging their
health, wellbeing, personal relationships and even the will to carry on.
To find out more visit: https://www.hwca.com/for-love-or-money/
How to Use Technology to Build Connections and Improve EngagementLimeade
In this webinar with Dr. Laura Hamill, Chief Science Officer and Chief People Officer and Lauren Franklin, Sr. Brand Manager, hear how employers are using technology to improve engagement for all by reinforcing a sense of connection and leveraging insights to take meaningful action.
A business case for joy in the work place. This case answers the questions, is it worth creating a joyful team, who is accountable for joy in the workplace and how does joy at work contribute to the bottom line.
While job-satisfaction is on the rise, employees are more open to consider switching jobs. Senior managers are more satisfied and less likely to move. 55% of the Very Satisfied are still open to change jobs ! Career Zones can guide recruiting stategies programs. Implement a "Going-to wards" recruiting program focused on long-term positive motivators
Beyond the Metrics: Creating Meaningful Engagement through CommunicationLimeade
In this webinar, Limeade helps businesses take on these challenges, from everyday engagement struggles to unique crisis obstacles like showing care during the COVID-19 pandemic. This webinar will empower you to find effective and innovative approaches that actually move the needle on engagement.
Employee experience is one of the biggest buzzwords in the HR industry today. But what exactly is the employee experience? How is it different from company culture or employee engagement? Is this just another fad in the industry -- or is it a must-know topic for the C-Suite?
Harvard Business Review found that organizations that invested in their employee experience had more than four times the average profit and more than two times the average revenue. Companies that invest in the employee experience have happier employees, larger talent pipelines, greater profitability and are outperforming their competitors.
In this presentation, Henry Albrecht, CEO at Limeade, and Jason Lauritsen, Speaker, Author and Consultant, will:
- Break down the employee experience and why it’s important
- Walk through the employee experience journey and the moments that shape how we feel about work
- Cover a step-by-step approach to build a highly intentional employee experience at your organization
Recognising and Engaging your virtual and remote workforcexexec_corporate
Join us for a discussion led by Lucy Mason - HR Performance Specialist at Highways England.
Join this webinar where experts will be covering some key points, including:
• How implementing a recognition solution helped achieve employee engagement.
• Why it's not always important for recognition to be financial - sometimes a "Thank you" is enough.
• How Highways England recognise their offline staff and why it's working so well.
• Why Reward and Recognition is so important during these tough times.
Join this webinar where experts will be covering some key points, including:
• How implementing a recognition solution helped achieve employee engagement.
• Why it's not always important for recognition to be financial - sometimes a "Thank you" is enough.
• How Highways England recognise their offline staff and why it's working so well.
• Why Reward and Recognition is so important during these tough times.
Using Social Recognition Technologies To Drive Broader HR Strategiesxexec_corporate
In November 2017, Jamie King, Xexec's Director of Global Rewards, delivered a presentation at REBA Innovation Day. The talk was on 'Using Social Recognition Technologies To Drive Broader HR Strategies' and covered the following areas:
- What is recognition
- Key HR strategic priorities
- Demographic shifts in the modern workforce
- The need for a social recognition strategy to engage all demographics
- Defining social recognition
- Types of social recognition technology and how they can help
- The key factor you must not forget when it comes to employing social recognition / R&R software
You can watch the presentation and download the accompanying slides here: https://info.xexec.com/video-using-social-recognition-to-drive-broader-hr-strategies
Happiness at work drives business objectives. Research shows that happy employees are more profitable, more customer-oriented and more productive. They also stand less chances of leaving that company. That’s why some companies have made happiness at work a way of doing business.
According to The Conference Board, Human Capital and Operational Excellence rank first in the Top Global Challenges in 2013. Retaining and rewarding the best employees is a major concern for more than half of HR professionals, along with the development of the next generation of corporate leaders. Employee turnover and employee motivation have an immense impact on revenues, on company culture and on its talent competitiveness in the marketplace.
It doesn’t matter if you’re a small company who just started to build a reputation or if you’re a top 40 company, your Human Capital is your biggest challenge in the upcoming years. It can make you or break you.
In this white paper we examine a very popular yet sometimes controversial subject: Happiness At Work. We’ll talk about some of the latest HR trends, about employee engagement and how you can increase workplace happiness in 2014.
Content Summary
1. Executive summary
2. Latest HR Issues
3. The challenges of employee engagement
4. How is the new HR world resolving these problems?
5. Is employee happiness interesting?
6. The case for employee happiness
7. Conclusions
Download the full White Paper!
Presentation: The Meaning is in the Moments
Presented by: Ann Melinger, Vice President, Brilliant Ink
Ann Melinger will present findings from Brilliant Ink's Employee Experience Survey, a national study of Fortune 1,000 employees examining the key moments in the employee experience and correlating them to employee engagement. Discover how building internal communications strategies around these moments can help your organization achieve higher engagement and drive positive business results.
20 Surprising Employee Retention Statistics You Need to KnowBonusly
Employee retention is a challenge for organizations across the globe. Get the numbers behind employee retention and learn some easy ways you can help your team overcome the odds.
When stakes are high, Employees need something more than their salary and usual tea-snacks... they need Engagement and Motivation (read it as INSPIRATION)
The Magic Word for Business Growth - One4all Report 2019Sam Wheway
In this report, we use a survey of 1,253 UK workers and consumers to measure just how much of an impact a simple ‘thank you’ can have on the things that are crucial to business success – from staff motivation to attracting new customers.
State of Employee Engagement Report 2016DecisionWise
A comprehensive look at employee engagement best practices from over 200 organizations around the world.
Employee engagement continues to be a top concern for executives around the world. We conducted this study to understand why engagement is important to companies and what they are doing to improve the level of engagement of their workforce.
#FIRMday Manchester 9th March 2017 - Broadbean: Social Referral PresentationEmma Mirrington
Josh Willows, Broadbean, speaks about ‘How to get your employees hooked on your referral scheme’ Keeping employees engaged is one of the hardest challenges for an organisation. Josh will look at the ‘Hooked Model’ and other tips on referral programmes.
You Can't Manage Millennials: Recruiting, Engaging, and Retaining MillennialsQualtrics
Millennials are disrupting the status quo in nearly every arena – from the music and food industries to politics to how we interact socially. Nowhere is their influence more keenly felt, however, than in the workplace – especially because it’s impossible to manage them.
Join us on this webinar to find out how to attract, engage, and retain Millennials in today's ever changing workplace.
Click here to download our Q4 report on what Kenyan employers will be rewarding their employees this festive season. We sampled HR managers and business owners across various industries.
The Power of Stay Interviews for Employee Engagement & RetentionBizLibrary
Would you believe managers can lower employee turnover simply by asking how they can help?
Stay interviews have been shown to reduce turnover by more than 20%, preventing high performing employees from jumping ship. How? By building trust between managers and employees.
In this webinar you'll learn:
Study data that drives home the importance of supervisor effectiveness
Specific stay interview tools including questions to ask, data to record, and potential solutions
The four required skills leaders must learn to make their interviews successful
Renewergy Recognition and Rewards ProposalSabina Leybold
As part of my Communication Management Lab capstone, four other students and I created an employee recognition and rewards program for our simulated company Renewergy. Along with collaborating on the program's specific elements, I primarily analyzed research on trends and best practices in employee recognition, designed our program's evaluation methods (including developing the survey), and creating the newsletter from writing content to designing layout with InDesign.
1. THE REWARDS REPORT
Many businesses reward employees for
a job well done, yet with new generations
continuing to enter the workforce there’s a big
question mark over what rewards people want and
whether rewards engage and motivate staff at all.
This report explores what’s currently happening in
the industry, considers what form of recognition
employees want, and more importantly what
rewards have the biggest impact in the workplace.
2. This research has explored who
in the workplace is receiving
rewards taking into account
gender, age and location.
THE REWARD LANDSCAPE:
WHO’S RECEIVING REWARDS?
Two thirds of employees received
some form of reward in 2015
MOST POPULAR REWARDS
RECEIVED LAST YEAR WERE:
1.1
Cash bonus 20%
Overtime pay 19%
Regular verbal thank you from manager 18%
Meal / night out on the company 16%
Training and development to help at work 13%
Other 14%
REWARDS GIVEN ARE
NOT GENDER BIASED:
A third of men and women both
did not receive some form of
reward in 2015
Men 36% Women 34%
TOP 3 REWARDS PER AGE GROUP
1.3
Cash bonus 33%
Meal / night out on the company 25%
Voucher to spend on themselves 21%
25-34
18-24
Did not receive a reward 42%
Verbal thank you from manager 18%
Cash bonus 14%
Training to help at work 13%
Cash bonus 21%
Overtime pay 21%
Verbal thank you from manager 17%
Meal / night out on the company 17%
Training to help at work 13%
35-44
Overtime Pay 22%
Verbal thank you from manager 20%
Cash bonus 18%
45-55
55+
Did not receive a reward 48%
Verbal thank you from manager 18%
Overtime Pay 16%
Cash bonus 15%
Most rewarded age group in 2015:
25-34 and 35-44 year olds
42% OF 18-24
YEAR OLDS
DID NOT
RECEIVE ANY
FORM OF
REWARD
1.2
MOST
vs LEAST
REWARDING
AREAS
OF THE
COUNTRY
% of
employees
who:
DID receive some form of reward
1. 71% London
2. 70% Yorkshire
3. 66% East Midlands
DID NOT receive some form of reward
1. 43% Scotland and East Anglia
2. 42% Wales
3. 41% West Midlands
THE REWARD LANDSCAPE THE REWARD LANDSCAPE
£
3. DO REWARDS MOTIVATE & ENGAGE? DO REWARDS MOTIVATE & ENGAGE?
The research confirms
rewards for a job well done
has a positive impact on staff
motivation; 82% of employees
who felt motivated in 2015
received a reward. Most of
highly engaged employees
also confirmed to receive some
form of recognition last year.
However, the research
also shows that rewarding
disengaged employees will
not boost their engagement.
Why? Rewards alone will not
make an employee engaged.
You need to engage your
employees first, then reward
them regularly with a thank
you to maintain motivation
and engagement levels.
DO REWARDS MOTIVATE & ENGAGE?
REWARDS SHOULD
BE USED TO
MAINTAIN
MOTIVATION &
ENGAGEMENT LEVELS
DID REWARDS
MOTIVATE STAFF
IN 2015?
2.1
EMPLOYEES THAT WERE REWARDED
IN 2015 SAID THEY FELT:
VALUED MOTIVATED NOTHING
26%
16%
38%
49% of
this group
are highly
engaged
45% of
this group
are highly
engaged 14% of
this group
are highly
engaged
This clearly
shows that
rewards work
effectively
on engaged
employees.
However,
disengaged
employees
feel ‘nothing’
when they are
rewarded.
2.3
Rewarding disengaged people
will not make them engaged
DID REWARDS ENGAGE
STAFF IN 2015?
2.2
73% Highly engaged
67% Moderately engaged
47% Low engagement
43% No
engagement
The results are not rocket science
– the more engaged an employee
is, the more rewards they receive.
Rewards received in terms of
engagement (% of employees
who did receive some form of
reward in 2015)
4. Overtime pay or training to help at work
£
THE MOST EFFECTIVE REWARDS
Now that we know rewards
do motivate and engage
employees, it’s important
to understand what kind of
recognition has the most impact.
Despite many employees saying
they want a ‘cash bonus’ from
their employer, the next item
employees said they wanted
was ‘a verbal thank you from
their manager’. Appreciation for
working hard also ranked highly
when people were asked what
they wanted from their employer
in 2016; a third said they
wanted to be “rewarded and
recognised for their work.”
THE MOST EFFECTIVE REWARDS
Diverse workforces have started
to change how we consider
what rewards to give our staff.
Because of this gift vouchers that
enable employees to spend their
money in a variety of retailers
have become more and more
popular. ‘A voucher to spend on
themselves’ was ranked in the
top five rewards highly engaged
employees received last year, and
a fifth of staff said a voucher was
a reward they wanted from their
employer in 2016.
3.1
Meal / night out on the company
Regular verbal thank you from a manager
Voucher to spend on themselves
Cash bonus
THE MOST EFFECTIVE REWARDS
EFFECTIVE REWARDS:
TOP REWARDS HIGHLY ENGAGED EMPLOYEES RECEIVED IN 2015:
MANY EMPLOYEES WOULD
LIKE A SIMPLE THANK YOU
FROM THEIR MANAGER
It’s important we consider gender when looking at rewards for our
workforce too. Being appreciated for their hard-work with a thank
you from a manager ranked more highly with women, than it did men.
Cash bonus
Overtime pay
Verbal thank you
from manager
A meal / night out
on the company
A promotion
Cash bonus
Verbal thank you
from manager
Overtime pay
A meal / night out
on the company
Thank you card
from manager
45%
MEN WOMEN
46%
22% 24%
16% 21%
16% 17%
13% 15%
REWARDS EMPLOYEES WANT FROM THEIR EMPLOYER - PER AGE GROUP
(TOP 3 PER AGE GROUP)
3.3
3.2
25-34
18-24
35-44
45-55
55+
Cash Bonus 40%
Overtime pay 21%
Verbal thank you from a manager 19%
Cash Bonus 51%
Voucher to spend on themselves 28%
Meal / night out on the company 25%
Cash Bonus 47%
Overtime pay 24%
Voucher to spend on themselves 20%
Cash Bonus 48%
Verbal thank you from a manager 25%
Overtime pay 24%
Cash Bonus 41%
Verbal thank you from a manager 22%
Overtime pay 18%
25%
30%
23%
18%
17%
5. The research has confirmed that rewards are
important in the workplace to keep teams motivated,
driven, happy and engaged. However, it also shows
that we cannot rely on rewards alone to engage our
staff. We need to look at disengaged employees
on a case-by-case basis to get them excited and
involved in their role again.
When people are working hard it’s important we
show them appreciation for their output. Despite
‘cash bonuses’ being ranked highly in what rewards
employees want to see, so was ‘a verbal thank
you from a manager’. It’s easy to get caught up in
monetary incentives to motivate staff, however a
simple thank you actually goes a very long way –
and costs nothing!
Meaningful rewards have a longer lasting effect than
an extra boost in a pay packet. People don’t like to
talk about cash, however rewards such as a night
out or a voucher will get your employees talking
about their prize, pre, during and post using it.
This communication to their peers will not only make
the benefit of the reward last longer, but will motivate
peers to do a good job too.
Finally, don’t forget to celebrate awards. The
communication surrounding a reward can have a
detrimental impact on how it is received. A face-
to-face thank you and handshake from a manager
in front of peers will feel much more special to
the employee than a note in a pay cheque. It also
generates a buzz in the workplace and will give
peers something to strive towards.
ABOUT THE SURVEY
This survey was conducted among 2,006 British employees during December 2015. The survey was run
by an independent research agency. The research questions and report were compiled by an independent
writer and published in March 2016.
To request copies or to find out more about the survey please contact: corporate@redletterdays.co.uk
ABOUT RED LETTER DAYS FOR BUSINESS
Red Letter Days for Business deliver incentive and reward schemes to
assure employers will drive lasting engagement and success for their business.
Call us on 0345 600 7610
Email corporate@redletterdays.co.uk
Tweet us @RLDforbusiness
REDLETTERDAYS.CO.UK/FORBUSINESS
REWARD CONCLUSION:
WHO, WHEN, WHAT & HOW?