Looking Back, Moving Forward


First, there was the Great Resignation, then there was Quiet Quitting…But what does a post-pandemic workforce look like now?

Our 2023 research on employee recognition sheds light on what some are calling “The Big Stay”. Don’t let that terminology fool you, though—what truly keeps employees boils down to how you treat them, which in turn influences company culture.

A horizontal bar graph listing the top reasons employees would consider leaving their current job.

The State of the (workplace) Union


How did we get here?

The post-COVID world seems to have led leaders down a new path as more people are reporting a positive culture and having received more recognition than before. The next wave of workforce trends is here—great resignation, quiet quitting, and the newest buzzword “The Big Stay” is now being launched with unemployment at a record low. But we want to support “the great reinvigoration” to show support to employees over the long-haul.

Key Takeaway

Even though more people report a positive culture, 27% do not have a positive company culture. Better company culture and appreciation rank in the top five reasons employees would leave.

The Importance of Company Culture

Nearly everyone knows about the buzzword “company culture” but what does it mean when it comes to keeping employees loyal to your company and what results might come from additional support?

Graphic chart showing top aspects of a good company culture

Key Takeaway

Company culture is a top reason why employees leave.

Employees talking over coffee
A horizontal bar graph describing how bosses measure their employee's success

No Employee Left Behind


17% of surveyed employees:

Receive only negative comments at work, or no feedback at all. This includes a lack of recognition for doing a good job, and little to no interaction from their bosses.

Key Takeaway

How will employees go above and beyond if they do not know if they are doing well at base-level? Nearly 1/5 of employees do not receive any type of feedback or recognition over an entire calendar year.

How do your bosses recognize you at work?


Non-monetary (thank you notes, acknowledgment of hard work one-on-one or during meetings)


Both monetary and non-monetary


My bosses do not recognize me


With monetary items (like bonuses, gifts, gift cards)

Donut chart showing how bosses recognize their employees.

The Disconnect

A manager talking to her employee

While peer-to-peer recognition is taking place, there seems to be a disconnect between executives and management recognizing their employees. That disconnect becomes more apparent as managers cannot see how workers recognize each other for their hard work.

Another disconnect is shown when looking at communication trends: 13% of employees have bosses that interact most with them outside of working hours.

When are you recognized? 



For doing a good job 


Employee evaluations


Life events (birthdays, weddings, having a child) 


During meetings



Key Takeaway:

Peers are recognizing each other more than managers are. 55% currently recognize their colleagues at least once a week.

If your company had a recognition platform to easily appreciate coworkers, how often would you use it?

Donut chart showing how often coworkers would use a recognition platform to show their appreciation for each other.

52% Once a week or more

30% Once a month

9% Once a year

9% Never

The Big Shift to the Great Reinvigoration

Our employees are our best assets, and you want them in top working order.



Create an employee recognition program to start recognizing and rewarding your employees to ensure everyone feels seen and supported—now is the time to reinvigorate your staff.

If recognized with a gift card, which would you prefer?


Visa® or American Express® Gift Card


Branded Gift Card (Starbucks, Walmart, Target, etc.)

Scale chart showing most desired employee recognition

InComm InCentives offers different solutions to help your company create a culture of positivity.

Through our platforms, you can invest in your current workforce with monetary and non-monetary rewards, leading to lower employee burnout, turnover rates, and costs.

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