Is a rewarding workplace real? Look around for these 5 signs

This article was first published in the March edition of People Matters Perspectives.

What do the words ‘rewards’ and ‘recognition,’ sound like to you? Cash incentives? The younger-generation of workforce is redefining what ‘rewards’ truly mean today.

No, they’re not giving up on financial incentives—these still matter but are no longer the sole motivators to be engaged. Therefore, employers must rethink their approach to rewards and recognition (R&R) to retain their top talent.

So, what makes a workplace truly rewarding?

Most organisations today are exploring new ideas to create a truly rewarding workplace, and some of these are:

#1 CEO-led engagement

 We figured out that 1:1 sessions with CEOs are a rewarding experience to keep employees engaged, make them feel valued, and drive better results. How? CEO chat sessions—or even a brief catch-up—can make employees feel seen. Being noticed by a leader is an achievement in itself, especially for younger employees.

The CEO sends out positive and productive vibes, nurturing talent with meaningful gestures. Even a simple greeting like, “Hey there, buddy!”—can work wonders for employee engagement. Saeed Alghafri, CEO of Emirates Steel, confirms,“Real impact happens in the smallest, quietest moments—how you make people feel every single day. People aren’t just their job titles. The beautiful thing? It doesn’t take grand gestures or big budgets. It just takes awareness and intention..” 

When CEOs engage directly with employees, it’s a form of recognition, specially for younger employees. And no—your CEO isn’t just being chatty. He’s paying attention, staying curious, and simply wanting to know the people behind the impactful results a little better. Clearly, this one non-monetary reward is a must for your employees.

Try arranging a 10-minute session with the CEO, and see the impact for yourself. 

#2 Nudging peer-to-peer appreciations 

Honestly, if you’re in a workplace where appreciation isn’t openly shared—run while you still can!

But wait—if you’re an HR or people leader, take this as a not-so-subtle sign to foster a culture where colleagues regularly express gratitude and acknowledge each other’s contributions. Because beyond salaries your employees also crave being seen, appreciated, and connected. 

This is why nudges matter. A simple, non-monetary reward program—where a sincere ‘thank you’ from their peers can express genuine emotions—can lead to big impact (and yes, these to be followed by quarterly or annual rewards). 

Small but thoughtful gestures—like a heartfelt handwritten note, a party-popper shout-out, or even mini gifts or vouchers—can nudge high-performing employees to keep showing up with the same enthusiasm. And leadership encouragement is an added bonus.

#3 Learning and development opportunities

Your employees need learning opportunities if you want them to be future-ready, agile, and resilient. And no—they’re not going to pick up new skills during their off-hours or annual vacations. You’ll need to design learning programs that fit seamlessly into their workday.

Learning and upskilling aren’t just perks—they’re high-demand rewards for growth. And for many employees, these opportunities are even more valuable than monetary incentives.

The positive sign? Your employees are eager to learn and are asking for growth opportunities. You must support their learning goals to support their potential. Just ask them – their learning needs, or career goals? – to offer personalized learning programs.

And if you worry they’ll upskill and leave—don’t. By investing in their professional development, you’re not just building stronger teams—you’re contributing to a future-ready workforce that supports broader national agendas too.

Honestly, that’s the last thing to worry about. When employees learn & upskill, they perform better, deliver stronger results, and stay engaged—because they know their potential is recognized and trusted by their employers.

#4 Empowering employees with TRUST

Speaking of trust, nothing communicates it better than giving employees more autonomy. In a rewarding workplace, employees feel empowered when their decision-making skills are trusted, they’re encouraged to pursue ideas that spark their curiosity (with the belief that even if an idea fails, it’s still a valuable learning experience), and their leadership potential is recognized.

Ask any employee if trust in the workplace feels rewarding—you won’t get a ‘no.’ They want recognition beyond words of praise. True recognition is offering them space to shine and the responsibility to lead.

And knowing their leadership genuinely values and trusts them is not just a gesture—it’s a deeply rewarding experience that fuels loyalty and growth.

#5 Not overlooking wellbeing and work-life balance

We recently highlighted how Ramadan sets an example of truly valuing employee well-being—with reduced working hours and flexibility to accommodate personal and spiritual needs.

The holy month becomes a rewarding experience for everyone—whether they’re fasting or not. Employees continue to deliver their best results – backed by thoughtful initiatives that prioritise their well-being. 

These are the high-demand rewards i.e. flexible work arrangements, mental health support, or extra time off—thoughtful gestures should continue beyond Ramadan. 

And for women, an extended break can be a game-changer. It not only helps them stay engaged in the workforce but also ensures that the values and skills women bring to the workplace don’t come at the expense of their family responsibilities. Providing this much-needed support to women for their work-life balance and well-being isn’t just a nice-to-have—it’s a clear sign of a truly rewarding work environment.

True recognition acknowledges the human side of work, so it’s time to redefine rewards with a culture that fosters care, connection, and collaboration. Simple yet powerful.

Did you find this article insightful? People Matters Perspectives is the official LinkedIn newsletter of People Matters, bringing you exclusive insights from the People and Work space across four regions and more. Read the January, February , and March 2025 editions here, and keep an eye out for the upcoming April edition rolling-out soon.