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Let’s be honest — a paycheck might bring people through the door, but it’s not what keeps them showing up, fired up, and ready to go above and beyond. That’s where non-monetary rewards come in. Recognition, growth, purpose — these are the things that stick with people long after payday.
At Achievers, we call it emotional salary. It’s the unseen, often unsung, side of compensation — the stuff that makes employees feel truly valued. And when that emotional salary is strong, so is your workforce. Higher engagement, stronger performance, better retention… you know, all the good stuff.
Our rewards and recognition platform makes it easy to deliver the kind of recognition that actually matters. With peer-to-peer shoutouts, personalized messages, and access to a global rewards marketplace, Achievers helps you build a culture where people feel seen, heard, and appreciated — and want to stick around for more.
Why non-monetary rewards matter (and no, it’s not just about free snacks)
Let’s be clear: paychecks are essential. But if money alone kept people engaged, we’d all be happily grinding away forever. The truth? Employees are looking for something more — to be appreciated, to grow, and to feel part of something bigger than themselves.
That’s where non-monetary rewards come in. Think meaningful recognition, career development, and flexibility that doesn’t require a 10-step approval process. These aren’t just perks — they’re foundational to a culture where people feel seen, heard, and motivated to stick around.
According to Forbes, organizational culture and work-life balance are two of the top drivers of job satisfaction. And Gallup’s longitudinal data shows that employees who feel well-recognized are 45% less likely to leave. Translation: a little appreciation goes a long way.
From tailored recognition moments to development programs and flexible work options, investing in emotional salary pays dividends. It builds loyalty. It boosts performance. And yes, it makes work feel like less of a chore.
The best-run businesses already know: it’s not about replacing financial rewards — it’s about reinforcing them. Because when you combine compensation with a culture of recognition, you don’t just retain talent — you unleash it.
The non-monetary rewards employees actually want
Cash is great. No one’s saying otherwise. But when it comes to building a culture people want to be part of — and stay part of — it’s the non-monetary rewards that do the heavy lifting. These are the moments and gestures that say, “We see you, we appreciate you, and we want you to thrive here.”
Here are five types of non-monetary rewards that are proven to drive engagement, spark connection, and yes — make work feel a little more human:
1. Social recognition: the power of a well-timed “thank you”
Whether it’s a shoutout from a manager or kudos from a colleague, social recognition is one of the most impactful ways to make employees feel connected — not just to their team, but to the culture as a whole.
And it works. Gallup found that employees who receive effective recognition are five times more likely to feel connected to their culture and four times more likely to be engaged. Forbes adds that they’re also 55% less likely to be eyeing the exit.
The best part? It’s scalable, instant, and costs a grand total of zero dollars — unless you count the priceless boost in morale.
2. Career development: growth as a reward
If you want to keep your best people, invest in their growth. Training programs, mentorship, learning stipends, and internal mobility all signal that you’re not just interested in what someone can do now — but in what they can become.
And there’s data to back it up. Companies that invest in training for engaged employees see a 17% increase in productivity and a 21% bump in profitability. LinkedIn’s Workplace Learning Report also shows a 32% jump in retention when employees are given room to grow. Turns out, learning really is earning.
3. Work-life balance perks: let people live
You know what employees love? Time. Flexibility. The ability to log off without guilt. Work-life balance perks like remote work, flexible hours, extra PTO, or wellness benefits tell your team: “We trust you to get the job done — and to take care of yourself while doing it.”
According to Randstad, 83% of employees prioritize work-life balance — even more than compensation. And Gallup reports that 76% of hybrid workers and 85% of remote workers cite flexibility as one of the biggest benefits of their setup. In other words, balance isn’t a bonus anymore — it’s the baseline.
4. Experiential rewards: because memories last longer than mugs
Travel, team retreats, virtual cooking classes, VIP tickets — experiential rewards make recognition feel personal and unforgettable. They also build camaraderie, spark joy, and create the kind of moments that make employees say, “This place gets me.”
According to an AWI survey, employees with access to a broad rewards marketplace are 61% more likely to feel a strong sense of belonging. They’re also 60% more likely to feel meaningfully recognized. That’s the kind of ROI you won’t get from another branded water bottle.
5. Personalized incentives: because one size never fits all
Personalized rewards show thoughtfulness — and that goes a long way. Whether it’s a gift card to a favorite local spot, a charitable donation in their name, or a backstage pass to an exclusive event, these rewards tell employees: “We see you as a person, not just a role.”
Travel incentives are another standout option — especially when tied to milestones or big wins. According to the Incentive Research Foundation, over half of senior leaders say travel rewards are a must-have, and nearly as many consider them a strategic advantage. A little R&R for your R&R? Yes, please.
How Achievers makes non-monetary rewards actually work
Recognizing people should be simple — but at scale, it gets tricky fast. That’s where Achievers comes in.
Our platform empowers organizations to deliver meaningful, non-monetary rewards that go beyond the usual high-fives and company swag. With real-time, peer-to-peer recognition, employees can celebrate wins big and small — right when they happen. No paperwork, no delays, just appreciation in the flow of work.
But we don’t stop at “nice job.” Employees can turn recognition into something personal through our global rewards marketplace, packed with millions of options — from gift cards to once-in-a-lifetime experiences. Yes, even that cooking class your CFO secretly wants.
And behind it all? Data. Our platform provides engagement insights that help HR teams fine-tune their recognition strategy, spot gaps, and track what’s actually working (and what’s just noise). Because recognition without results is just… noise.
The bottom line: Achievers helps you build a culture where people feel valued, motivated, and ready to stick around. No magic tricks. Just science, psychology, and a whole lot of thoughtful technology.
Success story: How GM put recognition in the driver’s seat
When General Motors set out to reimagine employee recognition, they weren’t looking for a paint job — they needed a full-on rebuild. Employees were asking for more transparency, more appreciation, and more rewards that actually meant something. So GM hit the gas and partnered with Achievers.
Together, we rolled out a global platform that made real-time, peer-to-peer recognition not just possible — but easy and engaging. In the first month alone, 87% of employees jumped on board, sending 80,000 recognitions across the company. Turns out, when you make it simple to say “thank you,” people do it. A lot.
Since launch, 90% of GM’s workforce has continued to engage monthly, including 80% of managers — proving that recognition isn’t just a nice-to-have, it’s a cultural shift. And it’s one that stuck.
With a recognition program that reaches 67,000 employees across 26 countries, GM introduced a mix of personalized rewards and non-monetary moments that matter. Employees now have the power to turn appreciation into something meaningful — whether that’s a reward that speaks to their interests or simply the satisfaction of being seen.
The result? A more connected workforce, a culture of appreciation, and employees who feel like they truly belong. GM’s story is proof that recognition — when done right — drives more than engagement. It drives culture, loyalty, and yes, even a little bit of joy.
Beyond bonuses: why non-monetary rewards go the distance
Bonuses are nice. No one’s turning them down. But if you want to build a culture where employees feel truly valued — not just paid — non-monetary rewards are where the real magic happens.
Think public recognition, flexible work options, growth opportunities, and experiential rewards. These aren’t fluff — they’re the stuff that drives motivation, improves retention, and turns good workplaces into great ones. Why? Because they tap into what really matters to people: feeling seen, supported, and empowered to grow.
That’s where Achievers comes in. Our platform makes it easy to deliver real-time social recognition and offer rewards that are actually meaningful — all in a way that scales across your workforce. Whether it’s a peer-to-peer shoutout or a personalized reward from our global marketplace, Achievers helps companies make appreciation a daily habit.
The result? A more connected, engaged, and high-performing workforce — with fewer exit interviews.
Non-monetary rewards FAQs
