Almost half of UK workers say they would be more likely to stay in their job if their employer recognised them in the way they prefer, highlighting the powerful link between recognition, wellbeing and retention.
New research from Moonpig for Business, based on a survey of 2,000 UK employees, suggests many organisations are missing the mark when it comes to recognising their people. The findings show employees have distinct workplace “love languages” – and when recognition doesn’t match what employees value, it can affect engagement, confidence and loyalty.
The most valued forms of recognition
According to the research, the most valued type of recognition among UK workers is words of affirmation. Four in ten employees (40%) say being told they are doing a good job by their manager or colleagues makes them feel most valued.
Other preferred forms of recognition include:
- Gifts (24%) – such as vouchers, bonuses, thank-you cards or thoughtful presents
- Acts of service (22%) – colleagues offering support during busy periods or helping with projects
- Quality time (14%) – dedicated time with managers or team activities
The findings suggest that simple recognition behaviours can have a significant impact on employees’ experience at work. More than half of workers (51%) say receiving recognition in their preferred way would make them less likely to look for another job.
Recognition also plays a wider role in wellbeing and engagement. Half of respondents say it would improve their mental health and wellbeing, while 47% say it would boost their confidence and 42% say it would increase their loyalty to their organisation.
Employers recognise there is room for improvement
While the importance of recognition is clear, many business leaders acknowledge that their current approach may not be working as well as it could.
The study found that three quarters of business leaders (76%) believe they could do more to recognise employees. At the same time, 39% say they are not confident that the recognition they provide aligns with what employees actually value.
This gap suggests that traditional “one size fits all” recognition programmes may be missing the mark.
Jay Singh, Head of Moonpig for Business, said the research highlights the need for employers to take a more personalised approach.
“Whether an employee feels valued through a simple ‘well done’, a team lunch, a gift card, or practical support during a busy period varies enormously by gender, age and career stage,” he said.
“With over half of workers saying proper recognition would make them less likely to job hunt, understanding your employees’ workplace ‘love languages’ isn’t just good for morale – it’s essential for retention.”
Recognition preferences differ by gender and career stage
The research also reveals notable differences in recognition preferences between different groups of employees.
Women are more likely than men to value words of affirmation, with 45% saying being told they are doing a good job is the most meaningful form of recognition, compared with 35% of men.
Men, meanwhile, are more likely to favour tangible rewards. A quarter (25%) say gifts such as vouchers or bonuses make them feel most appreciated, compared with 20% of women.
Recognition preferences also appear to shift over time. Women over the age of 40 are more likely to value acts of service, such as practical support from colleagues during busy periods, with 25% highlighting this as most important compared with 18% of women under 40.
This suggests that as careers progress, employees may move from seeking validation to placing greater value on practical support.
A simple opportunity for employers
The findings point to a simple but often overlooked opportunity for employers. While many recognition initiatives focus on formal reward schemes, the most valued form of recognition – verbal appreciation – costs nothing.
Singh says many organisations may be overcomplicating the issue.
“The fact that 40% of workers simply want to be told they’re doing a good job shows that many businesses may be overlooking the simplest forms of recognition,” he said.
“In today’s competitive talent market, understanding what makes employees feel genuinely valued can make a significant difference to engagement, wellbeing and retention.”
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