For 50 years, recognition has been
managed by what we could see.
Now it can be measured.
Maslow Insights is how.
Recognition data alone tells you who got recognized, by whom, for what. Joined with the data your company already owns, it tells you what recognition is doing to the business. Below is what becomes provable on day one of a Maslow engagement.
Why It's Different
The AI Is New. The Intelligence Behind It Is 25 Years in the Making.
The Data
Maslow runs on that quarter-century of enterprise recognition behavior, normalized across programs, systems, and participants into an analytical structure the AI can reason about. The data has always existed. We’re the ones who did the work to make it usable.
The Science
On top of the data sits real research on what motivates people: how recognition changes behavior, and why some of it sticks and some of it doesn’t. That’s what turns a number on a dashboard into an answer you can act on.
The Posture
A lot of AI tools are brand new and still figuring out security. Maslow runs on the same enterprise-grade systems we’ve run for Fortune 500 companies. It is SOC 2 Type II certified, with sensitive data protected before the AI ever sees it. The AI is new. Everything holding it up isn’t.
Why It's Called Maslow
We named it after the theorist who studied what actually motivates people, because that’s exactly what it does.
The recognition industry has referenced Maslow’s hierarchy of needs for 50 years without doing much with the actual science behind it. Maslow Insights puts that research to work, pairing it with your data so the AI can reason about what the data means, not just count what the data shows. The name isn’t a nod. It’s the whole point.
The Business Case
Recognition Is No Longer Just an HR Program. It’s Good Business.
As AI takes over the routine, repetitive work, what’s left for people is the work that needs judgment, creativity, and real relationships. That kind of work depends on people being genuinely motivated, not just paid. Companies that get this right will outperform the ones that treat recognition as an afterthought. A motivated workforce becomes the one advantage a competitor can’t buy or copy: a genuine moat.
For the CEO
Your People Are Your Edge.
A Motivated Team Is Hard to Copy.
Technology gets commoditized fast. A genuinely motivated workforce doesn’t. Maslow gives you a way to build and track that advantage, instead of just hoping your culture is working.
Recognition Matters More, Not Less.
As AI takes over routine tasks, what’s left depends on people who feel engaged.
Numbers You Can Take to the Board.
For the first time, you can draw a straight line from recognition to engagement to retention to revenue.
For the CFO
The Math Finally Works.
It Gets More Valuable Over Time.
The longer you run a recognition program with good data behind it, the more useful it gets. Switch vendors every few years and you’re starting from zero every time.
See What’s Actually Working.
Shows you which managers are building loyal teams, and which top performers might already be halfway out the door.
Turnover Is Expensive. This Catches It Early.
Replacing a great employee can cost one-and-a-half to two times their salary. Maslow flags who’s at risk before they leave.
CEOs care because their people are the advantage.
CFOs care because the math finally adds up.
Specific Proof,
From Your Data
Six Outcomes Provable
From Day One.
You bring the people and performance data your company already owns. Maslow brings 25 years of normalized recognition behavior, the science layer above it, and the analytical engine that joins them. Together, that turns into real evidence: the kind you can put in front of your board.
You Bring
Maslow Brings
You Learn
You BringVoluntary and involuntary termination data.
Maslow BringsThree years of recognition activity, segmented by employee, manager, and team.
You LearnWhether the people who left were being recognized, and which managers, teams, or recognition patterns are driving turnover you could prevent.
You BringAverage compensation by role, plus your replacement cost multiplier (or 1.5x as a working assumption).
Maslow BringsA model of how much attrition could drop with a stronger program, after the extra cost of running it.
You LearnA board-ready ROI scenario in dollars: savings from a 5%, 10%, or 15% reduction in voluntary attrition. Your numbers, transparent math, and your call on what is achievable.
You BringPerformance review scores, current and historical.
Maslow BringsEach employee’s recognition history over time.
You LearnWhether recognition is a leading indicator of performance, and how early in the cycle the signal appears.
You BringManager assignments, current and historical.
Maslow BringsRecognition reach, frequency, and equity by team.
You LearnWhich managers are building teams that stick around, and which teams are quietly at risk of losing people.
You BringJob function and headcount data.
Maslow BringsRecognition activity broken out by team and role.
You LearnWhere recognition isn’t reaching everyone equally, and which groups are most at risk because of it.
You BringHow much weight your company puts on each core value.
Maslow BringsLive tags showing which values get recognized in practice.
You LearnWhich of your stated values are being lived day to day, and where there’s a gap between what you say matters and what gets recognized.
How It Works
Three Steps to Live Recognition Intelligence.
No new platform to roll out, no migration project to staff. Here’s everything that happens between connecting your data and acting on what it tells you.
01
Connect Your Data
Share your HR data, performance reviews, and any recognition history from your current platform. Maslow normalizes everything into a single analytical structure.
02
Ask in Plain English
“Which teams are at risk of losing people?” Maslow answers in seconds, with charts and the data behind them.
03
Act on Insight
Track your progress over time with the Outcomes Dashboard. Every recommendation is grounded in real research and tied directly to your data.
The Continuity Promise
Switching Platforms Usually Erases Your Recognition History. With Maslow, It Does the Opposite: It Finally Makes That History Usable.
After a decade of program changes, re-orgs, and custom requirements, most companies’ recognition data is too messy to make sense of. Maslow cleans up and normalizes your last three years into a single structure, then uses what it reveals as the foundation for your new program.
Read the Continuity PromiseFrequently Asked Questions
How Do You Measure Employee Recognition?
Recognition is measured by tracking participation (who gives and receives), frequency, reach across teams, and how recognition connects to outcomes like retention and performance. Maslow Insights turns that activity into employee engagement metrics you can compare over time.
Do Employee Recognition Programs Work?
Recognition programs work when they are measured and adjusted, not just run. Maslow Insights shows which parts of a program are driving engagement and retention, so the investment can be proven rather than assumed.
How Does Recognition Impact Employee Engagement?
Recognition and engagement tend to move together. Maslow Insights measures that relationship in your own data, showing where recognition is reaching people and where it isn’t.