Table of contents
Copy URL
What motivates you? Ask 100 employees, and you’ll get 100 different answers.
That’s why employee rewards, when done right, are more than a thank-you. They’re a way to reinforce key behaviors, boost engagement, and drive real business results.
The trouble is, many rewards programs fall flat. Generic catalogs. Limited choice. Markups and fees that chip away at perceived value. When rewards feel impersonal or inaccessible, they don’t motivate, they miss.
If you want rewards to land, and last, they need to be more than “thanks, here’s a mug.” Think timely, thoughtful, and tied to what actually matters to your people. That means flexibility, local relevance, and a strategy that connects recognition to real outcomes, not just busy work.
Let’s find out how to make it happen.
6 types of employee rewards to motivate teams
There’s no one-size-fits-all when it comes to rewards. Some employees are all about the bonus. Others just want a little public praise. The key is knowing what motivates who — and using that insight to reinforce the behaviors that drive your business forward.
Here are six types of employee rewards that do just that:
1. Monetary rewards
Money still talks — but it works best when it’s saying the right thing. Monetary rewards like bonuses, raises, and spot awards are great ways to reinforce goal achievement, stretch performance, or recognize sustained impact. Just don’t stop there.
Cash rewards are powerful, but they’re not enough on their own. Combine them with meaningful, personal recognition, and you’ve got a formula that motivates in the moment and builds long-term loyalty.
Examples:
- Bonuses for hitting stretch goals or team targets
- Raises to recognize consistent high performance
2. Non-monetary rewards
Sometimes the best rewards aren’t things — they’re time, trust, or opportunity. Whether it’s an extra day off or access to a professional development course, these non-monetary rewards send a clear signal: we see your effort, and we’re invested in your growth.
In fact, our Engagement and Retention Report found that lack of career progression is the #1 non-monetary reason employees consider leaving. Give people a reason to stay — and grow.
Examples:
- Extra PTO to recharge or celebrate personal wins
- Access to coaching, training, or new career opportunities
3. Experiential rewards
If you want your recognition to be memorable, make it an experience. Experiential rewards go beyond the physical to deliver something personal and lasting — whether that’s a weekend away, a bucket-list event, or a shared team outing.
They’re not just fun — they’re culture-builders.
Examples:
- Tickets to a concert or sports event
- All-expenses-paid retreat for top performers
4. Milestone rewards
Whether it’s a 5-year work anniversary or the successful launch of a major project, milestones matter. They reflect long-term dedication and deserve more than just a passing mention.
When you celebrate milestones with intention, you reinforce the value of commitment — and remind employees that their work has a lasting impact.
Examples:
- Custom gift or award for work anniversaries
- Thoughtful recognition tied to project outcomes or career growth
5. Social rewards
Recognition doesn’t always need a budget. Sometimes a public thank-you is more powerful than any gift card. Social rewards — think team shout-outs, company-wide applause, or peer-to-peer nominations — are key to creating a culture of appreciation.
They’re also good for retention: employees who are meaningfully recognized are 1.7x more likely to see a long-term career at their company.
Examples:
- Peer recognition platforms or nomination programs
- Shout-outs in team meetings, newsletters, or internal channels
6. Points-based rewards
Think of these as flexible, behavior-driven recognition. Employees earn points for actions that align with your values — going the extra mile, mentoring a new hire, showing resilience — and redeem them for what matters most to them.
Points-based rewards are personal, scalable, and constantly reinforcing the right behaviors. Bonus: it gives you data on what’s working.
Examples:
- Tie points to core values like collaboration or innovation
- Let employees choose rewards — from tech to travel to charitable donations
Employee reward best practices
Even the best rewards fall flat without a strategy behind them. A hoodie won’t fix burnout. A gift card won’t drive results if no one knows why they got it. To make rewards meaningful and impactful, you need a plan that’s personal, timely, and tied to purpose.
Here’s how to make your rewards program actually work:
- Make it personal: One-size-fits-none. What excites one employee might land flat with another. Tap into what matters to each person — whether that’s time off, tech, or team recognition.
- Be timely: Recognition has a short shelf life. Don’t wait until the next all-hands. The closer the reward is to the moment, the more it reinforces the behavior.
- Tie it to something: Employees shouldn’t have to guess what earns a reward. Connect recognition to specific goals, values, or outcomes — so it’s clear, consistent, and fair.
- Build it into your rhythm: Recognition works best when it’s easy to give, not something people have to go out of their way to do. The best rewards programs integrate seamlessly into the tools employees already use, like Slack, Teams, Outlook, or Zoom.
- Use your data: You’ve got the tools — use them. Track engagement trends, reward redemption, and recognition frequency to see what’s resonating. Then tweak accordingly.
When your rewards are backed by real insights and tied to the right behaviors, they stop being perks and they start driving performance.
Making employee rewards work with your HR tech stack
You don’t need a dozen tools or a full-time admin to run a great rewards program. When your recognition platform plays nicely with the rest of your tech stack, everything runs smoother — from delivery to data to decision-making.
Here’s how smart integration can take your employee rewards strategy further:
Seamless integration into HRIS platforms
Connecting your rewards program with your HRIS simplifies everything. No more manual uploads or disconnected systems — just one consistent, easy-to-use platform.
- Streamlined process: Performance incentives, milestone celebrations, and everyday recognition — all in one place.
- Effortless data flow: Achievers syncs with top HR platforms — like Workday — to keep employee data consistent, save time, and cut down on admin work.
Automation for timely recognition
Recognition loses impact when it’s delayed. Achievers automates key moments so your people get celebrated when it matters most.
- Keep recognition frequent: With Achievers, employees receive recognition more than twice as often as with other platforms — keeping motivation high and engagement steady.
- AI that knows when and how: Our AI-powered insights surface the right moments to reward, so recognition always feels timely and relevant.
Data-driven decisions
The best programs don’t just reward effort; they learn from it. Achievers helps you turn data into insight, and insight into action.
- Real-time insights: Get a live look at employee engagement and recognition trends so you can adjust strategy on the fly.
- Smart strategy adjustments: With customizable dashboards and detailed reporting, it’s easy to spot what’s working — and where to optimize.
Amplifying reach and consistency
When your recognition program is integrated across your tech stack, no one gets left out — no matter where they are in the world.
- Covering all employees: Whether through our mobile app or integrations with tools like Microsoft Teams and Workday, Achievers helps you reach employees where they work.
- Consistency across locations: Our global rewards marketplace and localized delivery ensure a consistent, equitable experience — with no hidden fees or markups.
- Aligning with company goals: AI-powered insights and customizable campaigns help you recognize behaviors that reflect your values and drive business outcomes.
Choose employee rewards that make an impact
Let’s be honest — a random gift card or generic shout-out isn’t going to build the kind of company culture people stick around for. Real impact comes from rewards that are personal, well-timed, and tied to behaviors that drive your business forward.
The best rewards programs don’t rely on guesswork. They show up in the everyday tools, speak to what employees actually care about, and scale without losing meaning. They’re powered by data, rooted in strategy, and built to grow with you, not against you.
That’s where Achievers comes in. We help you turn everyday recognition into something bigger: behavior change, stronger culture, and results you can measure. Because when you reward what matters, your people bring more of that to the table — day in and day out.
Types of employee rewards FAQs
