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Employee recognition remains one of the most effective ways to boost engagement, morale and retention. However, as today’s workforce spans five generations, from Traditionalists to Gen Z, organizations are realizing that a one-size-fits-all approach is no longer effective. Each generation brings different values, expectations and styles of communication to the workplace, including how they prefer to be recognized.

If you’re responsible for driving employee engagement and performance, you already know that recognition is a powerful tool. But how do you build a recognition budget that’s impactful and aligned with your company’s overall strategy? Our eBook, Best Practices for Building Employee Recognition Budgets, dives into that question, and offers a practical roadmap to help you build a recognition program that delivers measurable results.

Employee engagement has emerged as more than a buzzword; it’s a business requirement. In our recent conversation, The Current State of Employee Engagement with Dr. Jack Wiley, chief scientific officer and Jeff Gelinas, president of employee and consumer engagement & incentives, compelling insights were shared that paint a clearer picture of where engagement stands and where it’s headed. Especially, as organizations strive to navigate economic shifts, changing workforce expectations and hybrid work realities.

When done right, employee recognition programs can increase job satisfaction and engagement, and positively impact employee retention. However, when organizations build programs without understanding the impact of those programs, the efforts may not pay off. That’s why we’ve asked the questions in our latest eBook – The 2024 Recognition Survey Report. The survey is an extension of our 2024 Job Seeker Survey Report and digs into the recognition experience to reveal employee engagement, performance and retention insights that can enhance your organization’s recognition strategies and programs.