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Here are five evidence-based reasons why employees do not feel appreciated, with context on why each matters for engagement and retention:
1. Recognition Is Infrequent or Generic
Why it matters:
According to SelectSoftware Reviews, 39% of employees say they don’t feel appreciated at all, even though 86% recall being recognized at least once in the past year. The disconnect? Recognition that’s infrequent, impersonal, or feels like an afterthought doesn’t resonate. Employees need regular, specific recognition to feel truly valued.
2. Poor Management Relationships
Why it matters:
75% of disengaged workers blame poor relationships with management (Genius.com, 2025). When recognition feels transactional or is delivered by someone who doesn’t invest in the employee’s growth, it loses impact. Positive, authentic manager-employee relationships are essential to ensure appreciation feels meaningful.
3. Lack of Peer Recognition
Why it matters:
Recognition is often top-down, but research shows peer-to-peer recognition drives 35.7% better financial results than manager-only programs (Bucketlist Rewards, 2025). Employees want to feel valued by colleagues, not just leadership. A culture where everyone can recognize each other fosters belonging and boosts morale.
4. Misalignment with Employee Values
Why it matters:
65% of employees prefer non-monetary incentives, like flexible schedules, public acknowledgment, or experiential rewards (Inspirus, 2025). When recognition is limited to cash or generic rewards, it can feel disconnected from what truly motivates people. Personalization is key.
5. Lack of Visibility or Social Impact
Why it matters:
Recognition that happens privately, or isn’t shared with the wider team—fails to create a sense of visibility or status. Social recognition reinforces positive behaviors and makes employees feel seen not just by their manager, but by the organization as a whole.
Summary & Strategic Takeaway – why employees need recognition to feel truly valued
Employees don’t feel appreciated when recognition lacks frequency, authenticity, relevance, peer participation, or visibility. The most effective programs are intentional about these drivers, creating recognition moments that are timely, personal, and celebrated across the organization.
Would you like examples of how leading companies are addressing these gaps, or suggestions for building a more impactful recognition strategy?
Learn more here – https://xceleration.com/solutions/employee-engagement-recognition/