Here at Reward Gateway | Edenred, we know the power of data. In fact, data powers just about everything we do here. It guides our business, shapes our goals and drives our thought leadership – and it helps us provide the best possible platform of solutions for our clients.
This year has been a busy one for us, with three great reports under our belt for the 2024 calendar year so far, and more still to come on the horizon. As the second half of the year starts to pick up speed, make sure you and your team are fully prepared for your 2025 planning by catching up on the research.
Workplace Wellbeing: Where to focus in 2024
Published in January, this report takes a deep dive into the state of employee wellbeing in the United States and explores five strategies for organizations to take through the year to improve wellbeing support. In this report, we learned:
- 2 in 5 employees didn’t remember being recognized by their manager within the past year.
- Gender nonconforming people are twice as likely to experience burnout as cisgender employees.
- After insufficient pay, the next top two reasons employees gave for leaving a job were being overworked and a lack of benefits.
- After a pay raise, employers can enhance employee wellbeing by encouraging a healthy work-life balance and recognizing and rewarding employee success.
Employee Engagement: An Economic Value Study
Our biggest, most comprehensive research project to-date, this report explores the relationship between employee engagement and business results – a connection we know very well at Reward Gateway because it’s what we do, but which we can now prove definitively with hard numbers. Working with UK research firm Meridian West, we interviewed hundreds of organizations around the globe to measure both employee engagement and business success – and successfully drew a clear line between them.
In this groundbreaking report, we break down the data between desk-based and frontline organizations and grouped them into four approaches to uncover what works, what doesn’t and why for each organization type. And, if you’d like to see where your organization fits into the mix, there’s a link in the report to take the survey on behalf of your own organization.
Recognition’s role in wellbeing: Fostering a culture of appreciation
Our third report of 2024, here we look into the close relationships between employee recognition, wellbeing and appreciation. We use Maslow’s hierarchy of needs pyramid to describe the layering effect of various benefits offerings:
Base salary packages and benefits like discounts programs satisfy an employee’s basic needs. We can meet safety and security needs through insurance policies and employee wellbeing programs and satisfy love and belonging needs with a strong company culture and employee recognition. But what we do we do about self-esteem and self-actualization – the peak of the pyramid we call appreciation needs?
If recognition is for the specific things we do – and the ways in which we do them – then appreciation is about the person, irrespective of title, workload or prestige.
Check out this report to learn more about using employee recognition as an employee wellbeing strategy, and how doing so builds the foundation of your appreciation strategy.
Coming soon
Keep an eye out for brand new research coming out in September and get ready to dive deep into how American employees are really feeling about their employers, their benefits and appreciation. You’ll learn what is and isn’t important to employees across the generational divides, industries and more.
We’re also releasing research about the new state of work: How and where people are working, how they arrange tasks across their work week – and locations – and how they’re feeling about their managers. We’ll explore differences among industries, generations and personality type (e.g. introverts vs extroverts) to get to the heart of how you can best make your corner of the world a better place to work.
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