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The term "employee engagement" is often used in the HR sphere and can start to sound like just another corporate buzzword. Yet, in the day-to-day reality of a workplace, how engaged employees are impacts so many important workplace metrics like morale, productivity, and overall organizational performance. 

The case for employee engagement is strong – it’s not just a fluffy corporate concept but a key driver of company performance. Research by Gartner reveals that higher employee engagement is associated with tangible benefits for organizations, such as increased revenue growth, net profit margin, customer satisfaction, and earnings per share. 

Despite the widely recognized importance of employee engagement, recent statistics paint a bleak picture. Gallup's yearly State of The Workplace report reveals a significant decline in employee engagement, with a staggering [85%] of employees not engaged at work. This marks the lowest level of employee engagement in 11 years, highlighting the urgent need for action.

So, how can businesses achieve such a nebulous goal? It would be similar to trying to reach a personal goal, like being happier and leading a more fulfilling life. Of course, these goals can't be reached overnight by implementing one or two changes in your life. It is a multi-step process that requires strategic thinking.

Employee engagement plan: A holistic approach

To that end, companies need to think long-term to combat employee disengagement. Building an employee engagement plan is a great starting point. This is an actual action plan that should be well thought out, implemented, and, of course, documented.

This article is designed specifically for HR professionals ready to take a more strategic and comprehensive approach to employee engagement. Whether you're looking to revamp your existing initiatives or build a new engagement plan from the ground up, this guide offers valuable insights and practical steps to help you achieve your goals.

We will explore common mistakes when creating an employee engagement plan and outline key steps to creating and implementing an effective strategy. Additionally, you'll find tips to navigate common pitfalls and ensure your engagement efforts yield long-term benefits. By the end of this article, you will understand how to cultivate a thriving workplace culture where employees feel valued, motivated, and committed to your organization's vision.

5 Mistakes When Creating an Employee Engagement Plan

1. Looking for silver-bullet solutions

"Employee engagement" is a big, cloudy term. It's a concept that, when understood, can bring significant benefits to a company. Yet, ask different people what it means, and you will receive various answers. This lack of a unified understanding can lead to skepticism about the ROI of employee engagement. If you can't prove with some level of certainty what kind of benefit the company will derive from it, your initiatives may not be approved. 

As a result, most companies don't even have an employee engagement plan in place. Rather, they favor low-cost or single-stroke solutions, and employee engagement isn't looked at holistically. For example, businesses may lean towards surface-level initiatives like mindfulness training, snacks in the breakroom, and social events. Of course, these programs and activities can improve work culture and boost temporary morale, but they aren't strategies. 

This idea is explained in the Psychology Today article When Workplace Mindfulness Training Is Worse Than Nothing. The author explores how using "token gestures" like mindfulness training to help employees cope with stress and burnout can backfire. When serious, underlying issues are overlooked, these gestures appear hollow to employees. In turn, they can actually make employees feel worse – even more angry and cynical – than if a business had done nothing at all! 

2. Assuming why employees aren't happy

If you Google "employee engagement idea," you'll surely fall on several list articles offering ideas on how to engage employees. You might find solutions like "snacks in the breakroom" or "organizing a fun social event." While these ideas might help temporarily boost employee morale and create a fun working atmosphere, they are certainly not employee engagement strategies.

Strategic employee engagement involves identifying and addressing your employees' deeper pain points and challenges. This approach is not about guesswork or assumptions but about developing targeted solutions. A key step in this process is to directly survey or converse with your employees about their experiences within your organization.

Gathering objective, data-driven insights and feedback can help you understand where your employee experience falls short. For example, are your employees satisfied with their compensation, leadership, day-to-day duties, and the company's overall culture? You only know once you ask. If you operate on assumptions, you risk developing initiatives and solutions that do not address the real problems your employees are facing.

3. Copy-pasting other businesses

Similarly, you should ask yourself: Are you developing employee engagement initiatives based on your employees' actual pain points, or are you just copying/pasting trendy HR initiatives other businesses use? 

It might be tempting to copy popular HR initiatives that seem to be working well for other businesses. The problem is that their workforce may differ completely from yours—the company's demographic profile may be unique in many ways. As a result, they may be facing a different set of challenges. 

Being more strategic starts with uncovering exactly what your employees are struggling with. It's about developing solutions that directly address those issues and needs. This may take more steps and time than just coming up with an idea and rolling it out. However, the benefit is that the initiative will be more likely to be successful long-term because it addresses a real and current problem in your company, not just assuming what your employees will want.

4. Only looking at the short-term gains

Employee engagement is a long game. In short, it's a marathon, not a sprint. Similar to achieving any long-term goals in our lives, like being happy in our careers or bettering our physical health, these goals cannot happen overnight. They are the fruit of consistent, small steps that compound over months, if not years. 

However, businesses often lean towards short-term initiatives that promise quick rewards. This preference for 'low-hanging fruit' can divert attention from developing robust employee engagement plans, which are more likely to deliver sustainable business results. 

When businesses are biased towards short-term gain, they often resort to a reactive approach to employee engagement. In other words, engagement initiatives are only considered and developed once a glaring problem, like high turnover or low morale, crops up. 

When these engagement issues reach a boiling point, they are likely complex and caused by an interplay of factors that not one employee engagement initiative, like "snacks in the breakroom," will resolve. That's why developing a robust employee engagement action plan is a critical step for companies that want to take a proactive approach to employee engagement and address some common issues before they spiral into more complicated problems for your business. 

5. Failing to track the impact of initiatives 

Employee engagement is like personal happiness, a nebulous concept that can ebb and flow. While it can be objectively measured with surveys, what can be more difficult to achieve is proving how employee engagement impacts businesses financially through metrics like productivity. 

In other words, many businesses roll out engagement initiatives only to fail to track their objective impact on their company via metrics like employee happiness, engagement, turnover, etc.

As a result, ROI-focused executives may be reluctant to invest in employee engagement initiatives further if HR teams can’t articulate a clear or expected ROI for the business. In turn, it can be difficult for HR teams to get even a small slice of the budget. 

Learning to track and measure the impact of HR initiatives is critical to approach these conversations with decision-makers more logically. A concrete action plan can help you show executives clearly.

• What workplace metrics you’re looking to impact (i.e., employee turnover, eNPS, etc.)
• Which initiatives will help achieve this goal
• Milestones you’re aiming to reach

When presented with a clear plan that outlines concrete, measurable goals, ROI-focused executives can feel reassured and confident in the capacity of these initiatives to produce tangible results. Once the impact of these initiatives is proven, it can unlock the necessary resources and support for more impactful engagement initiatives in the future. 

Related: Uncover the potential ROI of your recognition program with our free Business Case Template

5 Steps to Create an Effective Employee Engagement Plan

Step 1: Identify high-level problem areas

The first step is to zoom out. Think about the big picture of your workforce and company.

What areas do you believe need work? If you are an HR professional or leader in your business, I’m sure you already have some theories or an intuitive idea of where employees are unsatisfied. Although formal surveys are useful, you may already know where your business needs work based on casual conversations with peers and second-hand information.

For example, here are some common high-level drivers of engagement to consider:

• Benefits and compensation
• Leadership and management
• Rewards and recognition
• Well-being and mental health 
• Safety and security
• Career growth and development

All of these areas are critical to employee happiness. To approach your employee engagement plan more holistically, you must start by identifying which areas need the most urgent attention in your business.

Step 2: Survey employees (back it up with data)

The next step is to back up your intuition or theories with concrete data. The best way to achieve this goal is to speak with or survey employees to assess objectively how your business is performing in each area. Depending on your budget, there are various approaches to collecting employee data. It's important to remember that a large budget is unnecessary, particularly for small businesses. In fact, this goal can be easily achieved with free online survey tools, making it a feasible and accessible process for businesses of all sizes. 

Related article: Face the Truth, 6 Questions to Evaluate Your Staff Motivation

Step 3: Develop your key initiatives

Now it's time to zoom in. Once you've conducted your employee surveys, you should better understand where your business is falling short and, in turn, where your HR priorities should be. For example, you may find out your company is falling short in the area of "rewards and recognition."

At this point, the goal is to develop specific and concrete initiatives relating to each high-level area of employee engagement and document those as well! 

For instance, prioritizing rewards and recognition is a powerful tactic to enhance employee engagement. But this tactic can be expressed in many ways. It's up to you to "bring it to life" with specific initiatives. For example you could implement a peer-to-peer recognition program, a work anniversary program, or offer a budget for lunch and celebration for employee birthdays.

Initiatives are not just specific; they are strategic. They should mirror and strengthen your organization's core values and culture. Most importantly, they directly address the engagement issue within your business. To build a robust, long-term engagement plan, start by selecting one or two drivers of employee engagement (for example, Career Growth and Leadership) and asking yourself: How are we doing in this area? Or, what could we do better? This strategic approach will instill confidence in the effectiveness of your plan.

By the end of this process, you should have a list of actionable initiatives to help kick-start your engagement plan.

Step 4: Establish key metrics to track

Your employee engagement plan must include benchmarks (or success metrics) to help you track the progress of your initiatives. 

This is a critical step for both your team and for receiving buy-in from executives. If you can show that your initiatives are impacting the business, your decision-makers will be more likely to free up time and resources for your team to continue making efforts in these areas.

Examples of benchmarks can include: 

• Increasing eNPS scores by X% in the next six months
• Increasing retention by X% in the next year
• Decreasing absenteeism by X% in the next year

Step 5: Adjust the plan accordingly

An employee engagement plan should never be set in stone. A business is always in flux; employees come and go, and external influences such as the job market and the economy's health will affect the business and its employees. 

As such, whenever you create an employee engagement action plan, remember that this plan can constantly shift and change as your business's priorities shift. For example, you may consider "career growth and development" a top area of consideration. However, after a few months, the priorities might shift to other areas, such as "rewards and recognition" or "wellness and mental health."

We strongly advise revisiting your plan every 3-6 months to ensure its relevance. This proactive approach reassures you of the plan's effectiveness and instills confidence in your employees that their needs and wants are being considered and addressed. 

Final Thoughts

Employee engagement is more than planning one-off social events or providing better snacks in the breakroom. Of course, these small perks and events do help to temporarily bolster company culture and morale; however, they are not strategies and fail to address employee engagement issues holistically.

To strategically address employee engagement, you must peel the layers back and look deeper. The goal of a robust employee engagement plan is to validate with objective data where and how your employee experience is falling short in some key areas, like benefits, compensation, recognition, and leadership, and make changes accordingly.

This involves continuous feedback loops, transparent communication, and a genuine commitment to improving based on employee input. Only by embedding these principles into the fabric of your organizational culture can you foster a truly engaged and motivated workforce, driving long-term success and fulfillment for both employees and the company as a whole.

Organizing office events that resonate with employees can be challenging for leaders and HR professionals. Whether your company is a startup with a handful of employees or a large corporation with hundreds, finding the right activities everyone enjoys—and ensuring high attendance—can feel like an uphill battle. 

As we all know, traditional office parties and standard team-building exercises sometimes fall flat, leading to low participation and reduced engagement. Employees may feel that these events are just another obligation rather than an opportunity to relax and connect with their colleagues.

To help solve these challenges, let’s have a look at a few fun and budget-friendly office event ideas. These suggestions are designed to cater to businesses of all sizes, ensuring that there is something for everyone, regardless of company size or budget. From interactive workshops and themed parties to wellness activities and outdoor adventures, these events will spark creativity, boost morale, and encourage participation.

Incorporating these corporate event ideas into your calendar can create a more dynamic and inclusive workplace culture. So, let's dive in and discover how you can transform your office events from mundane to memorable, making them an anticipated highlight for all employees.

12 Office Event Ideas To Put in Your Calendar (for Every Sized Business)

1. Innovation Labs

Ideal for: Small to medium-sized businesses

Budget: None

How it works: An "Innovation Lab" is an exciting initiative where companies allocate dedicated time for employees to come together and brainstorm innovative ideas. Open to participants from all departments, this initiative encourages creativity and out-of-the-box thinking, free from the typical constraints of the workday. A moderator should host sessions and can have some parameters around them, like each session can cover a certain topic or area of improvement. The sessions can be hosted more frequently, like on a monthly basis or even just a few times a year. Ultimately, it's up to you! One of the greatest benefits of these events is that they are free to roll out and host.

2. Volunteer day

Ideal for: Small to medium-sized businesses

Budget: May require a small budget

How it works: Volunteer Day allows your company or certain teams to dedicate their time and effort to a cause they care about. During a volunteer day, employees are offered time away from the office to volunteer for a particular organization in the community. Some organizations require a donation for corporate volunteer days – hence the possible small budget required, but some don’t. If your company is trying to get more involved in social causes, this might be a fun and meaningful way for your team to get together and spend an afternoon. 

‍3. Lunch and learn

Ideal for: Any sized business

Budget: None

How it works: "Lunch and Learn" sessions are informal training events held during lunchtime, where employees can gather to learn about a variety of topics while enjoying their lunch. These sessions can be a great way for internal talent to show off their knowledge and expertise in certain areas, as these sessions are usually hosted by employees themselves and cover a wide range of subjects. Lunch and learns are also ideal for fully remote teams, as they allow employees to get together, learn from each other, and chat in a more informal setting. 

‍4. Fitness challenges

Ideal for: Small businesses

Budget: Small budget for prizes for winner

How it works: Launching a fitness challenge can be a great idea for small businesses looking to develop a wellness program for employees who are already active or eager to be more active! Each fitness challenge can have a theme like “monthly step goal challenge” or “monthly running challenge.” Set up a reasonable goal that employees have to reach for this particular challenge and ask employees to keep track of their activity. At the end of the month, those who reach the goal can receive a prize. This can also be a great activity idea for remote teams, as they can keep each other in the loop of their progress towards their fitness goals via creating a channel in your chat tool for this monthly challenge or if you’re using an employee engagement tool like Qarrot employees can post updates on the company’s newsfeed.

‍5. Photo contest

Ideal for: Small to medium-sized businesses 

Budget: Small budget for prizes

How it works: Photo contests are ideal for remote teams, but they also work for hybrid teams or teams that are fully in the office. These types of creative contests are great for employees to show off their artistic skills and serve as a jump-off point for discussing non-work topics like pets and vacations. In short, they are a great icebreaker! The event is simple; it asks employees to present their best photographs, and usually, there is a theme. For example, pets, nature, travel, etc. For remote teams, photograph submissions can be made in a chat channel created for this challenge, and a panel of judges can rate the quality of the photographs based on certain criteria. The winners, of course, receive a small prize. 

6. Job shadow day

Ideal for: Any sized business

Budget: None

How it works: When you work for an organization, it's normal to be curious about what other people in your company do daily. Moreover, it can actually be a great way to boost a company's performance and collaboration when people appreciate what another's job entails. In addition, some people may be curious about moving positions but unsure if it's right for them. Job shadowing is a great opportunity for employees to learn about each other's work and test the waters of a new role or responsibility. Setting up a special day where any employee can shadow another for an afternoon is a great way to hit all these goals all the while being budget friendly.

‍7. Outdoor picnic

Ideal for: Small to medium-sized businesses

Budget: Modest to moderate

How it works: A classic company outing is a great way to give your employees a way to relax and unwind during the warmer months of the year. This is an ideal opportunity to offer employees half an afternoon off; consider making the picnic during lunch hour and allowing employees to enjoy the rest of the afternoon with their colleagues. They may not be traditionally ‘productive’ during this time. However, taking the time to bond with teammates is an important part of morale and team building and indirectly impacts productivity and engagement.

9. Talent show

Ideal for: Small to medium-sized businesses

Budget: Modest

How it works: Hosting a company talent show can be a playful, creative, and, not to mention an often hilarious, way for employees to express themselves, get to know each other, and break free from the daily grind. These talent shows should be open to any and every employee who wants to show off a special skill, and they can also be scaled up or down depending on the size of your company and budget. There is a lot of flexibility here, depending on how big or small you want this event to be! In addition, you can make it into a really friendly competition, and a panel of judges can score participants so that your winners receive a prize. 

‍8. Friday happy hour

Ideal for: Any sized business 

Budget: Modest

How it works: A classic happy hour or a “beer Friday” event is always a tried and true idea for employees to unwind and reward themselves after a long work week. These events should never be mandatory but more casual, allowing employees to pop in for a drink and refreshment before heading home. To spice up your happy hour, consider incorporating some ice breaker exercises or games to help people ease into interacting. A few icebreakers can be highly appreciated by socially introverted individuals and a great motivator to get them involved in these events.

‍9. Employee recognition events or “office awards”

Ideal for: Any sized business

Budget: Modest

How it works: An office award ceremony is a lighthearted and informal event celebrating team members' unique qualities and contributions. This event can be a standalone, or part of a greater recognition and rewards program and initiatives. Categories could include "Best Attitude," "Best Outfits," and "Most Helpful," highlighting both professional achievements and personal flair. Preparation includes picking fun award categories, gathering nominations, and making simple yet personalized awards, like certificates and trophies. The event can also have refreshments, music, and an MC to present the awards. The goal is to boost morale, foster camaraderie, and recognize the diverse talents and personalities within the team. With a little bit of creativity, resourcefulness, and the right communication tools like Qarrot, these types of office awards can be hosted virtually for remote teams as well.

‍10. Family days

Ideal for: Small to medium-sized business

Budget: Modest to moderate

How it works: Organizing a "Family Day" for office workers involves planning a fun and inclusive event that welcomes employees' families to the workplace, fostering a sense of camaraderie and community. When employees get to know each other's family, it can foster a sense of closeness that can actually be beneficial to employee happiness, engagement, and even productivity. Not to mention, having an afternoon where employees are encouraged to have fun and relax can show employees you care about their well-being. The event can involve games, refreshments, workshops, and other activities that are family-friendly. This can all be achieved on a small to moderate budget with some resourcefulness and creativity.

‍11. Cultural festivals

Ideal for: Any sized business

Budget: Modest to moderate

How it works: Workplaces are richer when diversity is celebrated and educated. By hosting a cultural festival, your office can honor many nationalities. You may want to set up various stations on the same day to emulate a trade show or hold a series of festivities throughout the year.

Here are a few global holidays and festivals you may consider:

• Holi: An Indian spring festival often celebrated by throwing brightly-colored powder, occurring at the end of March
• Cinco de Mayo: A Mexican holiday celebrated on May 5th and has evolved into a significant cultural celebration of Mexican heritage and pride, marked by festivals, music, dancing, and traditional Mexican foods.
• Lunar New Year: Following a lunar calendar, many Asian countries celebrate new Year over two weeks in January or February. Families celebrate together by eating large meals, cleaning, and honoring ancestors.
• Oktoberfest: A German beer-centric festival that takes place the last week of September and the first week of August.
• Carnivale: A mid-winter celebration popular in Brazil and the Caribbean with parades and elaborate costumes.

12. Company tailgate

Ideal for: Small to medium-sized 

Budget: Modest 

How it works: Organizing a company tailgate involves planning a casual and enjoyable event that allows employees to unwind and socialize in a relaxed outdoor setting, often in conjunction with a sporting event. To ensure it's fun and relaxing, select a suitable location, such as a stadium parking lot or park, and set up tents, seating, and tables for comfort. Arrange for classic tailgating activities like grilling, games (e.g., cornhole, ladder toss), and possibly a live stream of the game if not attending in person. Various food and beverages, including non-alcoholic options, ensure everyone is catered to. Organize carpooling or provide transportation to facilitate attendance, and consider creating a sign-up sheet for potluck contributions to diversify the food offerings.

Final Thoughts

When employees take the time to socialize at work and get to know each other, it fosters a deeper sense of engagement and happiness in the workplace. This can have a huge, positive impact on a company's productivity and even overall performance.

The problem is that socialization cannot be forced. But sometimes, people need a little push to get out of their comfort zone. In other words, they need a bit of motivation to get to know each other. These office event ideas allow employees to meet each other and socialize in a relaxed, casual setting while being budget-friendly. Hopefully, these social events will be the jump off point you require to create some buzz and engagement in your workplace. 

There was a time when checking in with your workforce was simpler. You could monitor employee morale by scanning the office during your morning stroll to the lunchroom for that second cup of java. 

However, the workplace has evolved dramatically.

With the rise of remote work, flexible hours, and diverse global teams, the old "reading the room" method doesn’t cut it anymore. Add on a frontline workforce and a business leader’s job is even more challenging. 

As the dynamics of our work environments have shifted, so too have the needs and expectations of employees. Today, staying connected with how employees feel is essential for business success. 

Here’s how data can be used to create a more supportive and engaging workplace. 

Why Boost Morale and Recognition? 

The overall sentiments within a workforce can influence the success or failure of your organization.

Dissatisfied employees have led to the downfall of many companies—just look at Circuit City. Haven’t heard of them? That’s because a disgruntled workforce contributed to their 2007 bankruptcy.

Elevated employee morale is closely linked to employee engagement. And engaged employees are generally more motivated and committed to doing a good job. They work more productively because they enjoy their roles and are likely to speak positively about your organization, which can help attract new talent. 

The impact of happy employees extends beyond internal operations. Your employees are the face of your company. When content and motivated, they deliver better customer service, directly influencing customer satisfaction, loyalty, and profit.

High morale is also an excellent buffer should your organization experience a big change. Recognized and valued employees are more likely to trust their leaders and stay committed during a rough patch. 

Boosting morale and recognition helps build a stronger, more cohesive team and fosters an environment where employees thrive, innovate, and drive sustained growth. Conversely, low morale can lead to higher absenteeism, decreased productivity, and, ultimately, a negative impact on your bottom line.

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6 Tips to Use Data to Improve Morale and Recognition

Data isn't just a tool for measuring sales or tracking logistics anymore—it's also helpful in understanding and improving employee morale.

Your organization can create a more engaged and satisfied workforce with thoughtful data analysis and strategic implementation. 

Here’s how you can use employee data to help boost morale and recognition.

1. Conduct Regular Employee Surveys

The best way to learn how your employees feel is, well, to ask them! 

But depending on the size of your workforce, it could take an entire year to ask each one individually. And then collating that data would be a spreadsheet nightmare. 

However, thanks to digital platforms like SurveyMonkey and UKG, sending anonymous employee surveys is now easier than ever. These apps, and others like them, analyze the results with statistical tools that reveal patterns and pinpoint areas where employees feel overlooked or under-appreciated. 

Transparency in sharing these findings and action plans to address them helps boost trust and morale by showing that feedback leads to real change.

2. Create Unbiased Employee Reviews

An unfair work environment can lower morale faster than a four-year-old can drop an ice cream cone. 

Whether intentional or subconscious, workplace biases can lead to a sense of injustice, undermine the credibility of performance evaluations, and significantly impact career progression and satisfaction.

No one wants to see Carl get the promotion that Jane so clearly deserves. 

Once again, it’s data to the rescue. Advanced data analytics tools can examine employee review scores across demographics and departments. This can help identify any disparities or trends that might suggest bias. For instance, if a particular group consistently receives lower performance ratings despite similar output and engagement levels, this could indicate a systemic issue that needs addressing.

Creating a standardized scoring system is another effective way to ensure fairness in employee evaluations. A system that uses specific, measurable benchmarks for job performance rather than subjective feedback can provide an objective assessment.

3. Monitor Workload and Overtime

It’s easy to lean on your employees to pick up the slack in a worker shortage, or unwittingly pile on the work without realizing the impact on your employees.  However, overwork can lead to a burned-out and despondent team. 

The good news is that tools like Toggl or Asana have time trackers that can illuminate how employees spend their time, and highlight where they are bogged down. Evenly distributing the workload based on this data can help prevent burnout and communicate to employees that you care about their well-being. 

Plus, regular workload reviews encourage open discussions between employees and management, cultivating a commitment to maintaining a healthy and balanced work environment.

4. Implement a Peer Recognition Program

There’s nothing quite like peer recognition to put a little pep in your step. Your colleagues know what goes into doing your job well, so recognition from them carries a lot of weight. 

Peer recognition programs can improve morale by fostering an environment of appreciation across all levels of your organization. In fact, studies show that 37% of employees want to be recognized at work. And when recognized, the effort meter can rise by 69%. Not bad for a simple “thanks for doing a great job.”

Make recognition part of your company culture and set up a system that allows employees to award each other points or badges for daily wins and helpful behaviors. A little positive reinforcement in the workplace can go a long way in helping your employees feel good about their jobs and your organization. 

5. Communicate Employee Growth Plans

Data can help develop and communicate employee growth plans. Analyzing performance metrics, training completions, and career progression paths can help build individualized development programs that align with company goals and personal aspirations. 

This approach ensures employees see a clear trajectory for advancement and understand the milestones they need to hit. Regularly updating employees on their growth plan progress via digital dashboards or one-on-one meetings keeps them engaged and aware of their professional development, enhancing their motivation and job satisfaction.

6. Measure Morale KPIs

Setting clear key performance indicators (KPIs) for employee morale is critical. To know where you’re going, you need to understand where you started, and how you’re measuring success.

These KPIs could include metrics like employee net promoter scores (NPS), turnover rates, frequency of peer-to-peer recognition, and results from regular engagement surveys. 

No matter what KPIs you choose, what’s important is that you create a quantifiable morale benchmark and regularly evaluate the effectiveness of new initiatives. 

Build a Thriving Workplace Culture

Using the insights provided by data, you can help your team stay ahead of the curve and feel genuinely appreciated and valued.

And although data is integral to boosting employee morale and recognition, don’t forget human connection is still central to building a thriving workplace culture. After all, behind every data point is a person who contributes to the success of your organization.

As an HR professional, you might be looking to launch your company’s very first employee rewards and recognition program. Or you might already have a program in place and want to implement a new type of initiative. Either way, we are sure you landed here because some questions are circling your head, like:

• What type of program should I launch?
• What type of program will employees prefer?
• Will they even participate?

This is a big initiative and responsibility. Of course, you want your program to succeed. So, conducting this preliminary research is an important part of that equation.

Launching a thriving recognition and rewards program

That said, at Qarrot, we’ve helped countless companies launch successful employee recognition and rewards programs. Over time, we have learned some lessons about what it takes to design, launch, and maintain a successful program.

In this article, we’ll discuss everything related to recognition and rewards – the key differences between the two, ideas for rewards and recognition, and how to overcome common challenges.

Whether you’re looking to launch your first program or thinking about updating an old one, some ideas and best practices are important to remember. By the end of this short guide, you’ll better understand the reality of launching a successful program. You’ll also have the knowledge and feel more confident taking the next steps!

Rewards and Recognition: What’s the Difference?

While the terms "rewards" and "recognition" are often used interchangeably in the workplace, it's important to note their distinct roles. Both are crucial for celebrating successes, boosting morale, and showing employee appreciation, but they operate differently.

Employee rewards are tangible incentives or perks. They can sometimes be monetary or can also take non-monetary forms.

For example:

• Performance bonuses 
• Raises
• Trophies
• Tangible gifts
• Gift cards
• Paid outings 
• Extra time off

In other words, rewards are a visible and concrete way of showing appreciation to employees for their effort and hard work. They can be powerful motivators by providing some level of extrinsic motivation.

That said, rewards are often offered with some form of verbal employee recognition. In our experience, the best reward experience always includes some level of personalized recognition.

To that end, recognition is not always about money but also about verbally acknowledging and showing appreciation for employees’ efforts, behaviors, and progress. 

It can include things like

• Thank-you cards or letters
• Verbal shout-outs at meetings or in private
• A recognition message posted in your work chat tool or recognition software.

Verbal recognition is not only the most desired form of employee appreciation worldwide, but it's also the easiest and least expensive way to show appreciation. Research consistently shows that a simple 'thank you' can go a long way in boosting employee morale and satisfaction.

For example, Dr. Paul White is a psychologist and expert in workplace recognition, and he and his team have been studying appreciation in the workplace for years. Recently, they reached a huge milestone, where over 400,000 employees have taken their workplace survey to gauge how they prefer to be shown appreciation at work. Unsurprisingly, “words of affirmation” continue to be the most desired form of appreciation by employees worldwide. 

“words of affirmation” continue to be the most desired form of appreciation by employees worldwide. 

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What’s the takeaway here? 

When planning a rewards program, it's crucial to remember that tangible rewards like gifts or team outings are not always sufficient.

Verbal recognition is a key component that should not be overlooked. Offering effective employee recognition is not just about saying 'good job,' it’s about acknowledging an employee's unique contributions and highlighting what they did well. When recognition is genuine, sincere, and personalized, it becomes a potent tool for stimulating intrinsic motivation.

Types of Reward and Recognition Programs in the Workplace

Let’s be honest: if you’re in HR, you probably know managers aren’t always the best at giving regular recognition. Even though we all know it’s important, sometimes it’s hard to get in the habit of doing something regularly. This applies to many things in life; giving recognition at work is definitely one of them!

This is where an official program can help.

One critical benefit of an official rewards and recognition program is formalizing and structuring the process of recognition giving. This helps give leaders a framework for when and how to offer recognition. As a result, this makes it more likely that employees will get the regular recognition that they need to stay happy, engaged, and motivated. 

That said, rewards and recognition programs come in all shapes and sizes. There is no “one-size-fits-all” formula. However, you can categorize them into two major buckets: formal and informal programs.

More “formal” programs usually involve initiatives like:

• Years of service awards 
• Milestone programs
• Performance awards
• Birthday celebrations
• Employee of the month
• Nomination programs

More “informal” programs usually involve initiatives like:

• Shoutouts in meetings
• Organizing paid outings or events
• Thank you letters
• Offering small gifts for a job well done

Key differences between program types

Whether you’re looking to implement a more formal or informal initiatives, there are some key differences to remember between these two types of recognition programs.

Formal programs often need more time and resources to roll out and launch. They also need budgeting as they offer monetary or non-monetary rewards to employees. As such, these types of programs often use third-party recognition tools, like Qarrot, which provides a platform for employees to shop and redeem their rewards or gifts.

But, once a formal program is on wheels, it can essentially be automated and become simple and easy to run. This is especially true with the help of modern recognition tools like Qarrot. Most importantly, the greatest advantage is that it provides structured and predictable moments for employees to get regular appreciation from their leaders and peers.

On the other hand, informal programs can be simple and quick to put in place and usually involve a very small or no budget at all. For example, managers set up a recognition segment in meetings where anyone can give each other recognition. This type of initiative is 100% free and can be rolled out without hassle. 

The downside is that these informal methods can make it more difficult for leaders to remember to offer recognition or get in the habit of doing it consistently. These types of informal programs can easily be neglected and fall by the wayside. Also, with informal recognition methods, there is usually a missing tangible reward, which can make recognition lack impact. 

Common Challenges with Employee Rewards and Recognition Programs

No matter what type of recognition initiative you choose to launch, some challenges and obstacles will likely arise. 

Let’s discuss some of the most common challenges faced by HR professionals and leaders when launching employee rewards and recognition programs. And most importantly, we’ll cover some simple strategies you can implement to mitigate these issues and even completely overcome them.

1. Lack of participation or enthusiasm

If you're allocating a budget to this new program, employee enthusiasm and participation are obviously big concerns. You want this to be a success! We have found some simple and effective strategies that can help alleviate this concern and maximize program participation.

Create a strong internal promotion‍

It's important to build hype and buzz around a new initiative. It's time to remove your HR hat and put on your marketing hat. The key to success is repetition.

In short, sometimes, people must hear things multiple times for the information to stick. Don't just plan for one announcement right before launching; plan a rollout schedule that involves several announcements over multiple touch-points like email, in-person announcements, manager meetings, etc. 

Ensure senior leadership stand behind it‍

Rewards and recognition programs are more successful when employees see the company's senior leadership support them. This encourages employees to get involved and participate. Ensuring leaders are involved is as simple as having them contribute to creating the buzz around the program and proactively participating in recognition giving, for example.

Training and empowering managers

‍Managers set the tone for the company and employees; if managers don't initiate recognition, neither will employees. So, it's critical to get buy-in from them and to get them properly trained and educated on the program's components. When leadership stands behind your program, you'll have the best chances of widespread adoption and long-term success. 

2. Budget constraints

If you work in HR, you know that getting even a tiny slice of the budget for extra initiatives can be difficult. Executives are often wary of investing in programs with ambiguous ROI. Of course, HR teams will have difficulty launching recognition or reward programs if they don't have buy-in from senior leadership.

To make the hurdle of getting financial buy-in easier, we suggest you approach this conversation more logically. In short, you want to build a business case for employee recognition. To achieve this, the first thing you need to do is prove to leadership that there is a problem in the business that needs to be addressed. 

For example:

• High turnover
• Low morale
• Low satisfaction
• Low average tenure

Pro tip: You'll build an even stronger case if you can put a hard price tag on how much money the business loses due to these challenges. Hopefully, with more strategic conversations, you can free up a budget to help fuel your recognition and rewards initiatives.‍

3. Ensuring fairness and avoiding biases

A common worry among leaders when launching a recognition program is whether employees will get jealous of each other or will people feel it’s unfair.

While this is a normal worry, the reality is, that when recognition is genuinely earned and given in a sincere and personalized way, other employees are rarely jealous. In fact, they get behind the appreciation message because they see their peer working hard, too! 

In other words, here are a few ways to ensure fairness and avoid biases in recognition giving.

• Train managers on what actions and accomplishments deserve recognition. This will ensure everyone gets a chance to receive it.
• Make sure recognition messages are personalized and highlight employees' efforts.
• Ensure peers know they can recognize each other, too.

If you find jealousy starting to brew among your employees, a deeper cultural issue is usually at play that is simply being brought to the surface. ‍‍

4. Sustaining the momentum

Like most things in life, excitement fades over time. That’s human nature. Even if your recognition program was initially well received and widely adopted, you may find that employee enthusiasm and participation fade over time. This is normal!

With a few simple strategies, you can easily mitigate this issue and ensure that people are always excited and eager to get involved.

Monitor participation‍

First, make sure you’re monitoring participation in the program. If you use a recognition tool like Qarrot, these analytics features are integrated into the platform. This way, you’ll always have your finger on the pulse of program involvement.

Give a refresher‍

When new employees and managers enter the company, they might be told about the program, but if they’re not exposed first-hand, that might lead to a dip in participation. Occasionally, hosting refresher sessions for those new employees or leaders can help keep the program's momentum up over time.

Embed appreciation into your culture

‍Consider making “recognition” or “appreciation” a part of your core cultural values. Have your executive and senior leaders stand behind this effort. Ensure these new cultural values are promoted and visible at various touch points with which employees interact. 

For example, the company website, social media, and office walls are emphasized at company meet-ups and meetings. When employees see that this program isn’t just a surface-level initiative but a deeper reflection of the company's values, they’ll be more likely to practice this habit continuously. 

Final Thoughts

Sharing appreciation for employees is critical. However, an employee rewards and recognition program goes beyond simply ensuring people give each other regular "thank you's." 

These programs formalize and provide a framework for the process of recognition giving; they also help embed appreciation deep into your work culture. As a result, employee recognition isn't something people passively do from time to time; instead, it's a regular habit that everyone enthusiastically participates in.

With this guide, we've not only shed light on the differences between rewards and recognition, but also provided insights into different types of programs and the challenges you may face using them in the workplace. This guide is designed to equip you with the knowledge and tools you need to succeed.

Hopefully, this brief guide will make you more confident and informed about institutionalizing a recognition program in the workplace. Subsequently, you'll be better positioned to take the next steps!

Are you looking to launch your first employee recognition program? Check out our complete guide!

In today's workplace, staying current on the latest trends in employee engagement isn't just beneficial—it's essential. As we get deeper into 2024, learning about the dynamics of workplace engagement can significantly impact organizational success. 

Drawing on recent findings from industry leaders like Gallup, Calm, and BetterWorks. We've curated a list of 18 critical statistics encapsulating the current state of employee engagement. These employee engagement statistics provide an overview of what drives higher engagement, common issues companies face, and innovative strategies to combat them. 

Whether you're looking to refine your HR strategies, benchmark your company's performance, or stay ahead of the curve, these statistics offer valuable guidance. They reflect broader trends in corporate culture and employee expectations and shed light on the effectiveness of new tools and methods in enhancing employee engagement.

What is Employee Engagement

If you search Google for “employee engagement ideas,” you’ll surely come across many articles that share ideas like “bring your dogs to the office” or “plan team-building activities.” While these might be good ideas that can help boost culture and morale, genuine efforts to improve employee engagement go much deeper than these types of surface-level initiatives.

For example, engaged employees are more likely to agree with some of the following comments:

• In this organization, the leaders demonstrate integrity. 
• I find my job rewarding and challenging.
• My employer cares about my opinions and suggestions.

Interestingly, in this Psychology Today article titled "Why Do Employee Engagement Initiatives Fail?" author asserts that "many engagement interventions focus solely on addressing surface-level indicators of engagement." He argues that, as a result of this, "organizations may implement superficial solutions that fail to address systemic issues such as poor leadership, lack of career development opportunities, or workplace inequities."

Investing in corporate training solutions can enhance leadership, foster growth, and create an inclusive workplace. Effective training helps develop strong leaders, improve communication, and address disengagement at its core.

As you can see, the experiences of highly engaged people have little to do with the types of social events the company plans or snacks available. True employee engagement has more to do with the quality of the leadership and the emotional and intellectual components of a work environment. 

Drivers of employee engagement

That said, if you think about what makes up a truly engaging work environment, you can break these factors down into several components that are shared across industries. These are considered key drivers of employee engagement.

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For example:

• Employee stress & Well-being
• Leadership & Management
• Career Advancement & Growth 

In our look ahead 2024, we will examine three of the most critical drivers of employee engagement and the related statistics. We’ll see how organizations are faring in each of these categories and what this means for HR professionals for the year ahead.

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20 Employee Engagement Statistics You Should Know For 2024

Employee Sentiment & Engagement

1. 85% of employees are not engaged at work. Gallup

After climbing and reaching a record high in 2022, according to Gallup’s seminal yearly State of The Workplace report, employee engagement has dropped significantly as the majority of employees are not engaged at work. 

2. 81% of hybrid employees report high engagement.  Quantum Workplace

Engagement rates vary based on work arrangement; hybrid employees have the highest level of engagement, while in-office employees have the lowest (72%), and fully remote employees are in between (78%).

3. Businesses that actively engage their employees see an 18% decrease in staff turnover. Gallup

It’s no surprise that actively working to improve employee engagement leads to better outcomes in employee engagement levels within an organization.

4. Office workers, salespeople, and construction workers have the lowest level of engagement among employees, with a mere 12% rate. Gallup

‍Employee engagement in manufacturing has always been challenging. Due to the inherently difficult working conditions of these environments, HR professionals in these settings have additional obstacles to overcome when it comes to employee engagement.

5. Only 16% of employees use technology to track their engagement levels. Gartner

Many tools and software technologies exist that can help companies and their HR teams track employee engagement more objectively via employee surveys and other measures. Despite the widespread availability of these tools, companies that use them to track engagement are the minority.

6. Half of employees surveyed feel negative about their organization, using words such as “toxic” or “tumultuous” to describe their workplace. Calm

Unfortunately, such a high number of employees feel negative about their work culture and environment. A toxic work culture has been known to be a core driver of employee turnover; identifying the root of this cultural dysfunction is critical to treating and addressing the core of the issue. 

Employee Stress & Wellness

7. 52% of employees reported they experienced a lot of stress the previous day. Gallup

According to Gallup’s yearly State of the Workplace report, employee stress, unfortunately, remains at an all-time high. In the U.S. and Canada, employee stress is even higher, with over half of employees reporting high stress levels at work

8. 85% of HR professionals indicate overworked staff is a pressing challenge. Dialogue

Canadian health tech company Dialogue’s yearly State of Workplace Health and Wellness in Canada report shows that the top challenge faced by HR professionals is the “overworked staff.” This comes after the number one concern of “employee mental health.”

9. 56% of workers said that their level of work-related stress has increased since last year. Owl Labs

Echoing the data found in Gallup’s and Dialogue’s report, OwlLab's yearly State of Hybrid Work Report shows that worker stress has significantly increased. The report also found that worker stress is more of an issue for employees in large companies than for employees in smaller companies.

10. 4 in 10 working Canadians (37%) report that their employers do not prioritize mental health. Dialogue

This is surprising considering that the same study found 86% of HR leaders affirming their companies value employee mental health — highlighting a significant gap between employer actions and employee perceptions.

11. The top mental health stressor in 2024 is the cost of living/inflation. Calm

In Calm app’s 2024 Voices of the Workplace report, they found the top mental health stressor to be increasing the cost of living, followed by financial instability and being overworked. Again, these findings reflect the data provided by Dialogue, showing 85% of HR professionals saying “overworked staff” is their most pressing challenge.

Management & Leadership

12. Only 23% of U.S. employees strongly agree that they trust the leadership of their organization. Gallup

According to Gallup’s yearly State of the Workplace report, employee trust in leadership has dwindled since the onset of the pandemic. 

13. 52% of employees state “a supportive manager” as a “very important” factor in their satisfaction at work. Owl Labs

OwlLab’s report analyzed different factors influencing employee satisfaction, and good management came ahead of other factors like benefits, growth opportunities, and the ability to work flexibly in days. 

14. 72% of Canadian workers strongly agreed that lacking resources and support from leadership is a top contributor to poor mental health. Dialogue

In Dialogue’s yearly report, they examined the factors that impact employees' mental health, top factors included financial situation, job satisfaction, and work-life balance.

15. Only 38% of employees say their manager fosters a low-stress work environment. Calm

Unfortunately, Calm’s yearly report also found that the majority of employees aren’t satisfied with how their managers promote a healthy work environment and manage stress. Only about half (49%) of employees claim that their manager genuinely cares about their well-being.

Career Advancement & Growth

16. According to 42% of employees, better career opportunities is one of the top reason for seeking a new job. OwlLabs

Seeking new and better work opportunities has often been anecdotally cited as a reason employees quit their jobs. OwlLab’s report confirms this trend is still holding strong. Other top factors for employees seeking new job opportunities include better compensation and work-life balance.

17. 63% of HR professionals agree that employee career development is a significant challenge for their business. Dialogue

Diglogue’s yearly report cites employee career development as one of the most significant challenges for HR professionals, along with factors like employee mental health and overworked employees.

18. 37% of organizations plan to invest more in training and development, making it the most common investment area. SHRM

According to SHRM’s State of the Workplace Report, a large portion of the companies surveyed plan to invest more in employee training and development in 2024.

19. 28% of employees stated that compensation was their reason for leaving a job. Pumble

Some new employee engagement statistics published by Pumble show that compensation seems to be the biggest issue for employee retention, along with a lack of career progression and more work flexibility. This result is consistent with the findings from OwlLab’s report as well.

20. 86% of employees say skill development and coaching are important to them, but only 54% are receiving it. BetterWorks

Unfortunately, BetterWork’s yearly State of Performance Enablement Report found a big disconnect between employees' wishes for greater career and skill development and the amount they actually receive from their managers and employers. 

This issue may be the result of inadequate career and development training for middle managers. The same report found that only about 1 in 3 middle managers said they have the clarity, support, and resources from executives to succeed at coaching employees effectively in skills and career development.

Final Thoughts

Exploring these recent employee engagement studies and statistics, we can see some obvious trends and patterns in the workplace in 2024. 

Some findings might surprise you, such as engagement levels being highest among hybrid employees and not those who are fully remote. However, other findings present a more dismal view of the workplace, such as persistent reports of employee’s being overworked, stressed, and suffering from financial worries and hardships.

From the institutionalization of remote work to the importance of mental health support, these insights highlight the evolving landscape of employee engagement. As organizations navigate these shifts, prioritizing strategies to foster connection, purpose, and well-being will be essential for driving success in the future of work.

Choosing the right employee recognition platform can be a challenge for HR professionals.

As businesses increasingly understand the critical role of employee recognition in fostering engagement and productivity, the demand for recognition software solutions has skyrocketed. Yet, with a myriad of providers out there, it's easy to feel lost in the sea of options.

In this article, we've curated a complete guide tailored specifically for HR professionals looking to implement peer-to-peer recognition software for their business. We’ll outline the core features and unique offerings of some of the top recognition platforms in the market. From intuitive user interfaces to robust analytics capabilities, each platform has something distinctive to offer. 

By highlighting their strengths and areas of expertise, we help you make informed decisions that align with your organization's goals. Whether you're leading a small startup or managing a large enterprise, this article is your compass in the quest for the right software provider.

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12 Best Peer-to-Peer Recognition Software For Celebrating Employees

Qarrot

Number of G2 Reviews: Qarrot has received over 200 reviews on G2. Read Qarrot reviews.

Pricing: Qarrot offers simple pricing for businesses of every size. The most popular "pro" plan costs $4/user per month ($3.60/user if billed annually) and includes all of Qarrot's features and pro services, like comprehensive onboarding. Custom pricing is also available upon request, and you can always try Qarrot risk-free for up to 30 days for unlimited users.

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Core Features: Some of Qarrot's core features include incentive campaigns, peer-to-peer recognition, recognition points, automated milestone awards and a global digital rewards catalog. The platform supports both manager-to-peer and peer-to-peer recognition, offering a points-based system for rewards. It's equipped with analytics for tracking recognition and engagement and integrates seamlessly with HRIS systems, Slack, and Microsoft Teams.

Unique Aspects: What sets Qarrot apart is its focus on strengthening workplace culture and driving employee motivation through its peer-to-peer recognition and incentive campaigns. Incentive campaigns leverage the power of gamification to incite employee motivation. Employees are given clear objectives to meet and automatically offered rewards and recognition for completing their stated objectives. This feature can help establish healthy competition within your team by allowing participants to track their progress toward objectives and compare their performance to others. Plus, they can see when others earn campaign rewards and congratulate one another. 

100% of reviewers are planning to renew with Qarrot

Source: SoftwareReviews

‍Book A Demo Of Qarrot Here!

Award Co.

Number of G2 Reviews: Awardco has received over 1,500 reviews on G2.

Pricing: Detailed pricing for Awardco is not publicly available and requires contacting the company for a demo or quote.

Core Features: Award Co’s platform core features include peer-to-peer recognition, recognition points, service awards and milestones, and incentive campaigns. As Amazon's only featured rewards and recognition partner, Awardco offers a large selection of rewards across various categories, ensuring employees have the power of choice in their rewards, supplemented by zero markups and free shipping on rewards.

Unique Aspects: Awardco's unique selling proposition is its status as Amazon's exclusive rewards and recognition partner, offering a vast and varied rewards catalog. This integration provides employees with a wide array of reward options, making the recognition experience more personalized and appreciated​.

Bonusly

Number of G2 Reviews: Bonusly has received over 2,700 reviews on G2.

Pricing: Bonusly's Core plan is priced at $3 per user per month. The Pro plan is available at $5 per user per month. Both plans include their core peer-to-peer recognition feature. Custom pricing options are available for mid-sized to large organizations, tailored to their specific needs. Bonusly also offers a 14-day free trial with no credit card or commitment required.

Core Features: The Bonusly platform's core features include peer-to-peer recognition, a points-based recognition system, a rewards catalog, automated milestone awards, and incentive campaigns.‍

Unique Aspects: Bonusly is primarily a recognition platform, and it stands out for its extensive catalog of digital rewards, including gift cards to popular brands, cash options, and charity donations. This flexibility ensures employees receive meaningful recognition. Its custom rewards feature also lets employers add unique rewards, creating a tailored experience for their teams. Popular custom rewards include company branded swag, subscription services, and charitable giving options.

‍WorkTango

Number of G2 Reviews: WorkTango has over 400 G2 reviews.

‍Pricing: WorkTango's specific pricing details are not publicly disclosed. However, their pricing plan offers three subscription tiers—one for the employee survey module, one for the recognition and rewards module, and one that offers both modules. To learn more about pricing structures, you must request a demo or contact the company directly.

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Core Features: WorkTango’s core features include peer-to-peer recognition, recognition points systems, a rewards catalog, incentives, and award nominations. It also has a surveys and insights module, so you can conduct various types of employee surveys and view results on dashboards for insights and action planning. 

‍Unique Aspects: WorkTango provides a more robust and holistic employee experience platform. It combines recognition and rewards, engagement surveys and insights, and goals and feedback into one platform, offering HR professionals a suite of employee engagement tools in one cohesive platform instead of several. 

Kudos 

Number of G2 Reviews: Kudos has received over 1,100 G2 reviews. 

Pricing: Pricing details are not readily available on their website. If you’re interested in learning more, you are encouraged to request a demo for specific pricing information. 

Core Features: The Kudos platform includes core features such as peer-to-peer recognition, a recognition points system, a reward catalog, awards and nominations, milestone awards, people analytics dashboards, and pulse surveys.

Unique Aspects: The Kudos platform takes a more holistic approach by incorporating employee engagement features like pulse surveys and analytics dashboards. All these engagement tools are combined into one platform, so HR professionals have one centralized tool to help drive forward their employee engagement and cultural efforts. 

Nectar

Number of G2 Reviews: Nectar has garnered over 3,800 G2 reviews. 

Pricing: Nectar's pricing is divided into a Standard plan at $2.75 per user/month ($3.00 if billed monthly) and a Plus plan at $4.00 per user/month ($4.50 if billed monthly), with volume discounts for organizations exceeding 500 users.

Core Features: The Nectar platform boasts a suite of core features, such as peer-to-peer recognition capabilities, service and milestone awards, and the “challenges” module. Through its Amazon Business integration, it also offers an extensive rewards catalog.

Unique Aspects: Nectar is primarily focused on employee recognition. It differentiates itself through its integration with Amazon Business and significantly expanded rewards catalog, providing a variety of redemption options. Additionally, Nectar stands out for its ease of use, sleek design, and user-friendly interface.

Motivosity

Number of G2 Reviews: Motivosity has received over 800 G2 reviews.

Pricing: Motivosity’s basic plan starts at $2 per month per user. Additional features can be added at an extra price. For example, the Recognition and Rewards, Manager Development, and Employee Insights modules can be added for an additional $2 per month per user for each module.

Core Features: The Motivosity platform's core features include peer-to-peer recognition, manager development and 1:1s tools, and employee insights and surveys.

Unique Aspects: Motivosity's approach is unique from other platforms in that it doesn’t use a recognition points system. Instead, its recognition system operates with a “ThanksMatter” card. Employees earn and accumulate cash rewards on their ThanksMatter Visa card, which gives employees the flexibility to spend their earned rewards however they want to! 

Guusto

Number of G2 Reviews: Guusto has garnered over 4000 5-star reviews.

Pricing: Guusto offers several pricing tiers, starting from a free tier for single-user accounts with unlimited users. Their paid plans include the Lite plan at $40.00/month, Essential at $120.00/month for 30 seats (additional seats at $6/mo), and Premium at $400.00/month for 80 seats (additional seats at $7.5/mo). They also provide an enterprise option with volume discounts​.

Core Features: Guusto’s core features include peer-to-peer recognition, milestones and service awards, as well as a wide range of reward options such as gift cards, company swag, charity donations, and custom rewards. 

Unique Aspects: Guusto is distinct for its inclusivity and flexibility, catering not just to office employees but also to frontline workers across various industries like healthcare, retail, and hospitality. Recognition can be delivered by SMS, TV display, and even printed out. Print shoutouts and rewards can be delivered in person. The recipient can use the QR code or link to redeem the reward for their merchant of choice. The platform also eliminates the need for recognition point systems, allowing rewards to be sent to anyone without requiring all employees to create accounts.

Vantage Circle

Number of G2 Reviews: Vantage Circle has received over 5,500 reviews on G2.

Price: Pricing for the Vatange Circle platform starts with a basic rewards and recognition “grow” plan priced at $2.69 per user per month. They offer an upgraded pricing tier, “transform,” which includes additional rewards and recognition features priced at $3.89 per user per month. They also provide an enterprise option with volume discounts​.

Core Features: Core features of the Vantage Circle platform include Vantage Rewards for recognition, Vantage Pulse for employee feedback, Vantage Perks for corporate discounts, and Vantage Fit for wellness.

Unique Aspect: The platform offers an all-in-one suite for holistic employee engagement. It is one of the few recognition platforms that includes an employee wellness module called “Vantage Fit.” This module helps motivate employees with easy-to-use wellness challenges and actionable health insights.

Achievers

Number of G2 Reviews: Achievers has over 200 reviews on G2.

Pricing: Achievers doesn’t publicly post its pricing. If you’re interested in learning more about the platform, you can book a demo or request a proposal on their website.

Core Features: The Achievers platform offers an entire suite of employee engagement features. These core modules include peer-to-peer recognition, points-based recognition, a reward catalog, employee listening tools, a connect module to help employees have “water cooler moments,” and service award programs.

Unique Features: Achievers is known for its comprehensive employee recognition software that empowers employees to live out shared core values every day. Achievers enable easy recognition through a desktop platform or mobile app, integrating with tools like Slack and Microsoft Teams for convenient appreciation in the flow of work. It offers a points-based recognition system, allowing employees to redeem points in a global rewards marketplace. The platform supports meaningful rewards aligned with company values, emphasizing its uniqueness in creating a culture of recognition​ 

HeyTaco

Number of G2 Reviews: HeyTaco has over 400 reviews on G2.

Pricing: HeyTaco costs $3 per person per month. They also offer a 30-day free trial, no credit card required.

Core features: HeyTaco is, first and foremost, an employee recognition tool. It integrates into work tools like Slack and allows employees to offer each other fun and unique “kindness currency” – tacos – which helps build stronger connections, boost morale, and increase overall team happiness. The tool also offers a custom rewards catalog, where admins can add items like company swag that employees can trade with their earned Tacos. HeyTaco also offers a feedback survey module, so you can send employees quick employee surveys and gather information on employee sentiment. 

Unique Aspects: One of HeyTaco’s main differentiating factors is that instead of the recognition points system, they use Tacos as a “kindness currency.” The tool is also designed to integrate with work tools like Slack, so employees don’t have to switch to a different platform to exchange recognition and appreciation with each other. 

Reward Gateway

Number of G2 Reviews: Reward Gateway has over 2500 reviews on G2.

Pricing: Reward Gateway doesn’t publicly post its pricing. If you’re interested in learning more about the platform, you can book a demo or make further inquiries on their website.

Core features: Reward Gateway offers a comprehensive employee engagement platform that boasts several core features, including a recognition and rewards module, employee communications, employee surveys, a discount program, employee analytics, and employee wellness.

Unique Aspects: Reward Gateway is a robust engagement tool that offers a suite of features to help HR professionals with all their engagement and culture goals. Each feature has some unique functionalities and perks that make it stand out. For example, the recognition and rewards models offer personalized, custom eCards that reflect your culture and values. The platform also offers integration with the Amazon marketplace for your rewards catalog, and rewards are provided at market pricing—no markups, ever

5 Pro Tips for Choosing The Right Employee Recognition Software

At Qarrot, we've helped many companies launch and implement successful employee recognition and reward programs within their organizations. 

We know that picking the right employee recognition software can take time. With all the options on the market and having to get buy-in from your decision-makers, this process doesn't happen overnight--it takes a lot of work! 

Since we've advised many companies on this journey, we wanted to share some pro tips for HR professionals who are comparison shopping for recognition vendors or software providers. By following these tips, you can pick the software provider that best suits your business's short- and long-term needs.

1. Define Your Dealbreakers

Before you explore options, determine what's important to your organization. For example, determine whether you're seeking a more “pure” peer-to-peer recognition program or additional features to enhance the impact of employee engagement, like Pulse Survey and employee analytics features. Understanding your dealmakers and dealbreakers will help you choose a software solution that perfectly matches your company's needs and goals.

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2. Establish a Realistic Budget

‍While employee recognition is invaluable, it's essential to have a clear budget in mind when selecting a software provider. Assess your financial resources and create a realistic budget that meets your organization's needs. Keep in mind that while some providers offer comprehensive packages with advanced features, others may offer more budget-friendly options tailored to small or medium-sized businesses.

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3. Consider The Type of Rewards Employees Will Prefer

‍The success of a recognition program heavily relies on the rewards offered. Take the time to understand what motivates your employees and what type of rewards they would most appreciate. Whether it's gift cards, tangible goods, experiences, or even cash rewards, different software vendors offer various types of reward options for all types of employees. Selecting a software provider that offers a diverse range of rewards will ensure you can cater to the varying preferences of your workforce.

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4. Evaluate Customization and Flexibility

‍Every organization operates differently, and your employee recognition program should reflect your unique company culture and values. Look for a software provider that offers customization options, allowing you to tailor the program to suit your specific requirements. Scalability and integration with existing systems are crucial to accommodating future growth and changes within your organization.

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5. Seek User-Friendly Interface and Support‍

Ensure your employee recognition program has a user-friendly interface to ensure widespread adoption. Choose a software provider that offers intuitive and accessible platforms, making it easy for both administrators and employees to navigate and utilize the system effectively. You should also prioritize providers that provide reliable customer support and training resources to help you maximize the benefits of the software and resolve any issues that arise.

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Final Thoughts

If you’re looking to launch an employee recognition program in your company, the abundance of software options can leave many HR professionals feeling perplexed. You’re certainly not alone!

This article is meant to ease that burden by providing a curated list of some of the best employee recognition platforms on the market. And most importantly, doing some of the leg work for you and highlighting their price point, key features, and unique capabilities. 

We hope this knowledge and information will help you clarify your goals, narrow your options, and ultimately choose the recognition software provider that best matches your organization's needs.

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Related: Choose the right recognition software solution with this 5-Step Buyer's Guide

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Since embarking on our journey to build easy-to-use employee rewards and recognition software for growing businesses, we’ve gotten all kinds of requests.

Our customers aren’t shy about asking for features to improve their experience, and prospects also let us know about functionality that would serve their program objectives. This feedback has helped inform our product roadmap. And it’s resulted in many improvements being developed over the last few years - whether new design, improved functionality, additional features, or apps and integrations with third-party applications.

In fact, early on many customers asked about an integration with Slack. So, we built a fairly basic webhook integration in 2019. It was good, but still required customers’ employees to toggle over to the Qarrot web application to perform most actions.

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Much has changed since that early Slack integration.

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Qarrot for Slack

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In 2023, we finally ditched the webhook integration for Slack! In its place, we’ve launched the Qarrot app for Slack. Find Qarrot in the Slack app directory.

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While customers can still connect the Qarrot social feed to a Slack channel, they can also install the Qarrot app. This permits their employees to open Qarrot in Slack and perform a number of actions, including seeing their points balance and sending recognitions (check out how to use Qarrot in Slack).

Employees can also view their personalized social feed in Slack as well as the leaderboard and any incentive campaigns they’re participating in. For actions that are still done in our web application, we’ve included quick links so employees can be redirected with one click.

Our customers tell us that these additions have made using Qarrot even easier, since employees can participate in their recognition program right from a work tool they use everyday! Increased participation improves employee engagement with the program, thereby helping to drive better results for both employers and their staff.

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Adding Qarrot to your Slack account is easy. Read our help center article here.

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Our work here isn’t done! We’re aiming to provide access to more actions and to further improve the Slack experience over the coming year.

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Qarrot for Microsoft Teams

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In 2023, we also launched our app for Microsoft Teams. Find Qarrot in the Microsoft AppSource marketplace

We’re very excited about Qarrot for Microsoft Teams. Like with Slack, customers can install Qarrot so that the app is available for all employees. Plus, they can connect the public social feed to a Teams channel. 

But, the reason for our enthusiasm is that all Qarrot features and functionality are available in the desktop version of Microsoft Teams. 

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For example, the look and feel of Qarrot are the same as those of our web application. And admins, managers, and employees can perform all actions within the Teams app! There isn’t any need to toggle between Teams and our web application whether you’re sending a recognition, entering a campaign result, redeeming for a reward, or pulling a report (check out how to use Qarrot in Teams).

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Note that Microsoft limits certain actions, such as redeeming rewards, on the mobile version of the Teams app.

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Adding Qarrot to your Teams account is easy. Read our help center article here. 

And if your organization uses Outlook, you can similarly add Qarrot to your account in the same way as you would for Teams. 

Our work here also isn’t done! We’re continually looking for ways to make our Teams and Outlook experience even better, whether that’s through additional alerts and notifications or enabling employees to send recognitions from right within a Teams channel.

Plus, we’re very close to launching Qarrot for another major productivity and communication platform! We’re incredibly excited about this upcoming development and will share further news soon.

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In the past half-decade, one vital aspect of the workforce has changed: today, talents are seeking positions with employers who put their wellness at a high priority. According to the State of Work-Life Wellness report by Gympass, which surveyed 5,000 people globally, well-being has become a non-negotiable for professionals. One-third of workers said emotional, physical, and financial wellness are the most critical aspects of their happiness and success at work. These concerns were so universal that they remained consistent across generations, seniority levels, and gender identities.

A 2023 Merits report found that poor overall health costs employers $578 billion annually; thus, wellness is as much a company's concern as an employee's. The report indicates that workplace wellness programs positively affect stress management, health behaviors, and even cardiometabolic risk, boosting productivity and enhancing work satisfaction. Therefore, here are the specific aspects companies can zero in on to preserve retention and happiness rates:

Physical wellness

Physical health is a cornerstone of professional success. A Harvard Business Review study of 200 employees found that increased physical activity positively impacted next-day task performance, creativity, and focus. On the other hand, excess weight (a common concern for many employees), which may be due to inactivity, can result in fatigue, low stamina, and difficulty concentrating. Making time to get in shape can be challenging for professionals with busy schedules, highlighting the crucial role of employers in building avenues for healthy exercise routines. HR teams can look up "weight loss workshops near me" to help employees access like-minded members and coaches that fit employees' fast-paced lifestyles. With Peer Group Workshops that have a 97% satisfaction rating, employees can find support and accountability in their journeys; expert coaching and workshops can continue virtually to maintain momentum when work schedules get hectic. These workshops help unite people to work towards individual goals and support each other – soft skills vital in the workplace.

Emotional and mental wellness

Canadian employees already face mounting pressures outside of work that may affect their performance. However, employers have cause for concern as 16% of working Canadians say that work is a frequent or ongoing source of anxiety, depressive feelings, or other mental illnesses. In addition, 30% of employee disability claims are for mental health alone. Thus, wellness programs focusing on emotional and mental stability may help employees reconnect with themselves and their purpose, creating a capable and productive workforce. Previously, we discussed how workplace clubs could facilitate cross-departmental communication and camaraderie. Workshops can focus on teaching stress management techniques, awareness of mental health issues, healthy communication skills, and work-life balance. As we've discussed, such wellness programs have an ROI of $1.50 to $3 per dollar spent over two to nine years. Mentally balanced employees are likelier to stay engaged with their work, creating two-way benefits.

Financial wellness

Another often overlooked aspect of employee well-being is financial wellness. A survey by FP Canada revealed that 45% of employees feel overwhelmed by debt, while 43% are concerned about the future of their finances. According to a TFG report, financially stressed employees are 2.3 times more likely to seek a new job, costing employers up to $250 billion yearly. Employers can be more proactive in helping employees stay on top of their finances. Workshops can be beneficial to bolster financial wellness in budgeting, saving, investing, and managing debt. In addition, access to one-on-one financial counseling workshops could offer personalized support for employees in financial crises. Such workshops can help remove the stigma associated with debt and financial difficulty, empowering personnel with the skills to make informed financial decisions. A survey by John Hancock also found that financial wellness programs can reduce employee financial stress (82%) and make them more likely to stay with their employer (78%), leading to positive outcomes for their employees — and their bottom lines.

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Dedicating additional resources to employee wellness may feel cumbersome when employers would rather focus on productivity. However, wellness itself is the key to enhanced productivity and job satisfaction; ensuring it for every company member should be the utmost priority for every employer.

Few aspects of the workplace are as important as employee retention. HR professionals think of it like walking a tightrope. Too many exits weaken a company's foundation, while too few signal a lack of fresh perspectives. 

For example, consider a scenario where employees frequently quit. In doing so, they leave knowledge gaps, reduce morale, and increase recruitment costs. In contrast, imagine a workforce where faces rarely change, leading to stagnation and preventing diverse ideas from flowing in.

Striking a balance is key.

This article will provide you with information on how to achieve that balance. First, we'll dive into the question of why employees quit. We will explore some of the most recent statistics and studies that help shed light on this issue. Then, we will examine the importance of employee retention and how it impacts organizations. Lastly, we will explore some top-level frameworks that HR teams and leaders can use to approach employee retention more strategically. 

As a result, your efforts to reduce employee turnover will not be hasty band-aid strategies but rather well-thought-out, targeted solutions that address the root of your labor issues.

Why Employees Quit: 5 Common Reasons for Low Employee Retention

Most employees don't wake up one morning and quit their jobs on a whim...

Poor retention is often caused by underlying factors within a business. But what are those factors affecting retention? We all know some common culprits through anecdotal conversations with our friends—like a bad boss and low pay. But do actual studies and research support these personal stories?

Let's look at recent workplace statistics that shed light on the most common reasons employees choose to leave their jobs. Once organizations understand the main driving factors of employee turnover, they will be better positioned to create targeted solutions that genuinely address their retention issues.

Lack of growth opportunities

Picture yourself in a role where each day feels like a replay of the last. There is little room for learning, growth, or change. Without clear pathways for growth or opportunities to hone their skills, employees can quickly feel stagnant and unfulfilled. 

A recent survey by the America's Psychological Association shows that 91% of people say it is somewhat or very important to have a job where they consistently have opportunities to learn. Yet, only 47% report that their workplace offers learning opportunities.

In other words, over half of businesses aren't making an effort to create any learning programs and initiatives for their employees. The desire for personal growth is a basic human need. When companies fail to encourage this ambition, they risk losing their top talent to competitors who offer more fertile ground for development. In the lack of such opportunities, it's only natural for them to look somewhere else for career development.

Lack of appreciation

Everyone wants to be recognized and appreciated. This is another basic human need. It's no wonder that one of the main reasons employees decide to quit is the absence of appreciation and recognition. Many workplace studies support this claim. 

For example, a 2021 report by McKinsey found that 54% of employees cited "not feeling valued by their organization" as a top reason for quitting. Another 2017 report by Gallup showed a lack of recognition as one of the most common reasons employees left an organization. It's interesting to note that talented employees tended to leave faster.

To be clear: recognition isn’t always about monetary rewards, although it can be. What we are referring to here is simple verbal appreciation from managers and leaders; the acknowledgment of your employee's hard work. Whenever employees feel undervalued and overlooked, their commitment to the organization fades, and they look for greener pastures. Appreciation isn't just a "nice to have." It's the cornerstone of employee engagement and retention.

Toxic work environment

Picture a workplace where tension, hostility, or passive-aggressiveness pervades the air. In such environments, employees may find themselves constantly fearing leaders, battling office politics, grappling with micromanagement, or contending with unfair treatment. Employees crave workplaces where they feel valued, supported, and empowered to bring their whole selves to work. When faced with toxicity, they often opt to seek out workplaces that prioritize their well-being and foster a culture of inclusivity, collaboration, and mutual respect.

For example, a recent study published by MIT Sloan Management showed toxic company culture was the top predictor of employee turnover, more than pay. 10X more, to be precise!

In other words, if your business is suffering from high turnover, you might have a toxic workplace culture or dysfunction issue on your hands. After all, in a world brimming with opportunities, why stay in a toxic environment that chips away at one's esteem and mental health?‍

Low Compensation

Poor compensation is also frequently reported as a reason why employees consider leaving a company—no surprise here. When employees perceive a gap between the effort and contributions they make and the reward they receive, it can quickly breed resentment. 

A 2022 SHRM study surveyed 1,516 HR professionals in the U.S. to know what they consider the top reasons for turnover at their organizations. The most common reason HR professionals cited for their employees leaving was inadequate total compensation.

In an era where the cost of living steadily rises, employees increasingly find themselves wrestling with the stark reality of making ends meet. When salary fails to align with the value of their contributions or fails to meet their financial needs, it's only natural for them to seek opportunities elsewhere that offer fair and equitable pay. 

‍Bad relationship with manager

‍Bad management is one of the most common causes of employee turnover. Nevertheless, this may be overlooked because employees tend not to give this feedback upon departure. Let’s look at some data that supports this idea. 
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For instance, in a workplace survey by GoodHire, 82% of American workers said they would quit their jobs because of a bad manager. In another interesting survey by Real Estate Witch, over 1000 Americans were surveyed, and 75% reported feeling frustrated with their managers.

Employee frustration with leadership was attributed to the following reasons:

• Unclear communication (31%)
• Micromanagement (27%) 
• Favoritism of other employees (27%)

The root of poor management often runs deep. It can start all the way at the top; cultural and systemic issues in the company can trickle down to middle management. Or it may be an issue of individual managers lacking proper interpersonal skills and training. Either way, there are standards around management that need to be addressed. By addressing these root factors, companies can create cultures where both managers and employees thrive.

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7 Reasons Why Employee Retention Is Important for Businesses

1. Reduced hiring costs

The costs associated with hiring are high. Substantial steps are required to replace an employee, such as posting vacancies, conducting interviews, and training new employees. Each time an employee leaves and a replacement is needed, these costs recur. As a result, the company utilizes resources that could be spent elsewhere. High turnover rates can also negatively impact morale and the company culture, leading to a negative cycle of employee dissatisfaction and departure.

2. Enhanced productivity

Employees who've been in the game longer know the ropes better. They're familiar with the ins and outs of the company. Naturally, this means they're less likely to make mistakes and more likely to come up with clever ways to get things done. This expertise doesn't make them faster at their jobs; it also means they can help out new employees. Plus, when people feel like they're in it for the long run, they're more invested in the company's success. They put in that extra effort because what's good for the company is good for them, too. In short, focusing on keeping your team together means everyone's working smarter, not harder, making the whole organization more effective.

3. Improved employee morale

Employee retention does wonders for team spirit. It's all about trust and stability. The workplace starts to feel like a tight-knit family; everyone feels part of the team. This sense of belonging boosts morale because people know they're valued and not just another number. Plus, a stable team means strong friendships and deeper connections, making it easier for everyone to work together. People are more likely to go the extra mile for their team, share ideas freely, and support each other. This camaraderie doesn't just make coming to work more enjoyable; it actually drives everyone to do better because they're all in it together.

4. Better customer satisfaction

Long-term employees become really good at what they do. They know the products or services inside out, anticipate customer needs, and handle tricky situations with ease. This knowledge means customers receive excellent service every time. And when customers interact with the same friendly faces over time, trust builds. New customers become loyal patrons. This loyalty isn’t just about repeat business. Happy customers become advocates for the brand. In short, they spread the word to friends and family. So, investing in keeping your team together isn’t just good for morale—it’s a direct path to making clients happier and more loyal long-term.

5. Knowledge preservation

As people leave, they take all their knowledge with them, leaving gaps that can be difficult to fill. High turnover means you're playing catch-up. Your leaders are trying to transfer skills and information before they walk out the door. On the flip side, a stable team keeps this valuable knowledge in-house. It makes training new employees easier because there's always someone with the answers. To nail this, companies can encourage mentorship programs. They can also create internal wikis or databases where employees record what they know. This way, knowledge doesn't just live in people's heads—it's available to everyone.

6. Stronger employer brand

When a company is known for keeping its employees happy and engaged for the long term, word gets around. This reputation makes the company stand out as an employer of choice. As a result, it has a better chance of attracting talent looking for stable and rewarding careers. In today's job market, having a strong employer brand is like having a magnet that attracts the best candidates. This positive employer brand image helps companies fill positions quickly and with qualified staff eager to be part of a team. 

7. Increased ROI for training and development

Training new hires is costly. And if new employees leave too soon, that investment just walks out the door. However, when companies focus on keeping their people, they see the full benefits of their investment. Employees who stick around become more skilled and efficient, directly boosting the company's bottom line. When people feel their employer is invested in their growth, they're more likely to stay put. This creates a positive cycle: the company invests in training, employees feel valued and stay longer, and the company benefits from their improved skills and loyalty. 

How to Approach An Employee Retention Strategy

The benefit of employee retention is undeniable. Yet, for many businesses, retention efforts tend to be reactive rather than proactive.

In other words, companies only consider them if there is a glaring problem, like high turnover or low morale. This is especially true if the leaders can place a price tag on that problem and see a clear ROI; otherwise, these issues tend to slip to the bottom of the priority list.

Even so, these retention solutions and employee engagement plans are often hastily put in place. Leaders fail to explore the issue's root or question if their staff will benefit from them. In short, they copy/paste "trendy" HR ideas without first considering whether this initiative will be a good fit for their business and employees.

Being more deliberate and proactive about employee retention starts with analyzing what your businesses current offering and seeing how it stacks up aginst employers in your industry.

Auditing your company’s EVP

A company’s EVP, as defined by SHRM, is “everything of value that an employer provides to its employees—pay, benefits, training, career development opportunities and so on—and it is then “marketed” to the workforce.”

Documenting your EVP is the first step to approaching employee retention more strategically. 

• Compensation: salary, pay raises, bonuses, profit sharing, reward programs.
• Core Benefits: health insurance, vacation, time off. 
• Work environment: Work-life balance, remote work, management style.
• Career: Promotions, training, mentorship, learning opportunities.
• Culture: Mission, prestige, social responsibility.

By auditing everything your employees perceive as valuable, you develop a good idea of where your business stands compared to other companies in your sector.

Is your offering competitive? Are you presenting something unique that other businesses aren't? It will be easier to answer all these questions. Based on the gaps in this analysis, you can start developing your employee retention initiatives.

In the end, these initiatives will be more strategic because they will address weaknesses in your EVP. And most importantly, they will be tailored to the tastes and needs of your actual workforce.

Final Thoughts

The balance between turnover and stability in any workforce is delicate. Both extremes carry potential pitfalls for any organization. Striking a healthy balance is critical.

This goal can be achieved by figuring out why employees leave. In other words, digging down the root causes of employee turnover can help businesses understand how and where to start making improvements to foster greater retention. 

That said, understanding all the ways poor retention impacts businesses—from increased hiring costs to damaged employer brand—can help spur organizations to be more proactive about improving employee commitment.

As we have explored, the path to effective employee retention is not merely reactive but requires a proactive, strategic approach. By investing in our employees' satisfaction and engagement, you not only mitigate the risks associated with high turnover but also unlock the full potential of your workforce.