Employee appreciation, regular performance reviews, and non-financial recognition are crucial factors influencing motivation, job satisfaction, and work efficiency. According to a survey conducted by Gi Group Holding, only 5% of respondents stated that appreciation does not affect how they perform their duties. How do these factors influence professional engagement, and what practices are most effective?
Employee Appreciation Has a Real Impact on Engagement
Survey results show that recognition and praise can lead to higher motivation and better work quality. A total of 261 people responded to the LinkedIn question, “How does appreciation affect your work?” Among them, 46% declared that recognition increases their job satisfaction. Additionally, 31% said it positively impacts their proactivity, making them more willing to take on new tasks and show initiative. Another 18% indicated that appreciation translates into higher work quality.
Only 5% of respondents stated that employer and supervisor recognition does not affect their work performance. This means that for the vast majority of employees, appreciation is a significant workplace factor that can greatly enhance engagement, job satisfaction, and effectiveness.
“Appreciation should not be a one-time or random act. An effective leader implements a culture of recognition daily—praising specific achievements, motivating for further development, and recognizing effort, not just results. This makes employees feel valued and more connected to the organization, leading to long-term engagement and efficiency,” says Piotr Cieśliński, Principal at Wyser Executive Search.
Feedback as the Key to Growth
Regular feedback helps employees better understand their strengths and areas for improvement. However, the survey highlights that many organizations still lack proper practices in this area.
A total of 223 people answered the question about the frequency of feedback from their supervisors regarding their work. Only 17% reported receiving feedback weekly, while over half (56%) receive it only once or twice a year. Another 14% hear feedback quarterly, and 13% receive it monthly.
Such infrequent performance reviews mean that employees lack sufficient guidance for skill improvement and competence development. A lack of systematic feedback can lead to frustration, feelings of underappreciation, and decreased motivation for further growth.
“Well-delivered feedback is not criticism but a compass that guides employees’ development. Regular and constructive feedback fosters a sense of security, builds trust, and improves individual and team performance. It helps employees understand what they do well, what needs improvement, and how they can enhance their skills. Leaders who master the art of feedback not only motivate their teams but also create a culture of open communication, where everyone feels valued and has a real impact on the organization’s success,” emphasizes Agata Naklicka, Regional Manager at Grafton Recruitment.
Non-Financial Forms of Recognition – What Works Best?
While salary is a key motivational factor, employees also value other forms of recognition, which contribute to a stronger connection with the company and make work more satisfying.
A total of 291 people responded to the question, “What non-financial form of recognition would motivate you the most?” The most desired form of recognition was greater autonomy and freedom in decision-making (37%). Many respondents also valued additional benefits, such as sports cards or extra days off, chosen by 31% of participants. Training and courses were preferred by 19%, while the least popular option was public recognition (13%).
The survey results show that employees’ expectations regarding recognition are diverse and not limited to financial aspects. Appreciation should be multidimensional and tailored to the individual needs of team members.
“A manager who knows their employees can tailor recognition methods to their expectations and values, leading to greater motivation, loyalty, and engagement. An individualized approach is especially important in a work environment where generational diversity and different work styles require flexible management. Younger employees may prioritize frequent feedback and development opportunities, while more experienced workers value autonomy and recognition of their contributions to the company’s growth,” says Piotr Cieśliński, Principal at Wyser Executive Search.
What Has Changed Over the Past Year?
Compared to last year’s survey, a slight increase (by 2 percentage points) was noted in the number of respondents who believe positive feedback does not significantly impact them—this year, 5% of employees expressed this opinion. The percentage of those who believe recognition increases job satisfaction remained unchanged at 46%. The number of employees who felt positive feedback influenced their proactivity dropped from 33% in 2024 to 31% this year. Meanwhile, the link between positive feedback and work quality remained stable at 18% in both years.
“The consistently high opinion—close to 100%—that positive feedback enhances job satisfaction, proactivity, and work quality highlights its importance. Ensuring workplace well-being and mental health is crucial for building an efficient workforce that provides a competitive advantage in the market,” says Tomasz Tarabuła, Regional Director at Gi Group.
Performance reviews are an excellent opportunity for both positive feedback and constructive criticism. However, the survey results indicate a lack of standardized frequency for these discussions. The situation has worsened compared to last year’s survey, where 42% of employees had reviews once or twice a year—this year, the figure rose to 56%. The frequency of weekly feedback sessions dropped from 23% in 2024 to 17% in 2025, while monthly reviews decreased from 15% to 13%. Quarterly reviews also saw a decline from 20% to 14%.
“The survey indicates that the number of employees who rarely engage in discussions with their employer is increasing, showing that there is still much to improve in this area. Employees who receive feedback only occasionally are often unaware of how effective their actions are. Performance reviews also serve as a starting point for refining career paths and proposing skill-enhancing training. Too few individual meetings with employees can lead to a talent drain, as career growth is a priority for many professionals,” emphasizes Tomasz Tarabuła, Regional Director at Gi Group.
Changes were also noted in non-financial recognition preferences. In 2024, benefits were the clear leader (43% of respondents), but in this year’s survey, only 31% chose them. Autonomy and trust, previously important to 26% of employees, became the top priority this year, with 37% selecting this option. Public recognition, which motivated only 7% of employees last year, was valued by 13% in 2025. Training and courses, which had 24% of the votes in 2024, were motivating for 19% this year.
“The significant differences compared to last year’s survey suggest that benefits, training, and courses are increasingly seen as standard rather than as special recognition. Employees now value autonomy and employer trust more than ever, reinforcing the importance of psychological comfort at work,” says Agata Naklicka, Regional Manager at Grafton Recruitment.
Appreciation as a Long-Term Success Strategy
Employee Appreciation Day is not just an opportunity to express gratitude for contributions to a company’s success but also a catalyst for long-term changes in motivation, management, and team communication. Survey results clearly show that employees expect both regular, constructive feedback and genuine recognition in various forms—not necessarily financial. Consistent appreciation and clear feedback can significantly boost motivation, proactivity, and job satisfaction. It is crucial to remember that recognition is not a one-time gesture but a long-term strategy that benefits both the company and its employees.
