Can money buy employee satisfaction? The answer is a resounding “YES!”
That is, until we look beyond payroll and parse the complexities of company culture. What makes great talent stay for the long term? How do we keep morale afloat across the collective?
The answer is incorporating more ways to recognize employees without money.
What we spend outside of salaries and wages is a mere influence. It’s not the determining factor in retaining loyal employees, or even creating loyalty. It doesn’t make employees like their coworkers or develop professionally.
Plus, it’s financially unwise for many companies. Throwing extra cash at a great team is rarely sustainable. Whether they can admit it or not, it’s not always what they need.
If you’ve decided that your company should know how to reward employees without money, welcome. We at HeyTaco specialize in this (hello, we’re an employee recognition platform).
Let’s take a comprehensive look at what money can’t buy.
Why are we learning how to reward employees without money? Don’t they want money?
Building a culture of recognition
How to incentivize employees without money: 5 essential rules for success
30+ ways to recognize employees without money
What about low-cost rewards for employees?
Is Employee of the Month a low or no-cost reward for employees?
Team-building activities that promote peer-to-peer recognition
Why HeyTaco is one of the best ways to recognize employees without money
Yes, they want money. But here’s the kicker–earning money at your job shouldn’t be unpleasant. Creating a workplace that values and celebrates them can be just as rewarding.
When you feel great about what you do, your work improves. The company excels thanks to that work.
And not to make this all about semantics, but we’re discussing recognition, not rewards. Rewards are part of a larger culture of recognition (stay tuned, we’ll explain).
Cash bonuses and raises are amazing rewards. They’re also given periodically, whereas recognition is something we give daily.
Is it free for me, too? ☺️
Sometimes, sure. The best ways to recognize employees without money include verbal affirmations, letting them dip out a little early, and welcoming their feedback. All completely free!
That’s just sometimes, though. Stocking the breakroom with snacks or having their workspace repainted costs money. It can still be an important part of recognizing their daily efforts.
If you crunch the numbers, the expenses associated with a successful culture of recognition can easily pay for itself with a motivated, loyal team.
So, if rewards are just a part of recognition, when do we give the rewards? You can find out right here, where we discuss when to introduce rewards to your recognition program. Don’t worry, rewards don’t have to be monetary, either.
Let’s get back to mastering recognition.
If you want your recognition efforts to set the tone for your company environment, there are three steps.
Dust off your mission statement and identify your goals. Bring leadership up to speed on changes to make.
Most importantly, make sure that employees are in a place to be receptive to a recognition program. If the workplace is currently plagued by wage complaints and toxic behaviors, saying “thanks” more often isn’t going to help much.
Next, choose how everyone is going to show recognition. HeyTaco has a lot of the peer-to-peer quotient handled. You can build onto this with the ideas we’re sharing coming up.
During this phase, you’re making recognition a habit. If something doesn’t stick, just replace it.
Protect your culture of recognition. Update it to accommodate changing operations and employee needs. Add fresh ways to show gratitude and go the extra mile to ensure new hires understand the company’s culture and have opportunities to participate.
There is a little more to it than this. You can find a more detailed unspooling in our essential framework for building a culture of recognition.
If you’re good to go but still feeling doubtful that this will all work without cash money, check this next part out.
Incentivizing employees without straight-up bribing them does require care and intention. But hey, you’re building a workplace people genuinely appreciate. Do it right, and you can see growth and savings at once.
When we discuss a culture of recognition, there’s just as much emphasis on culture as there is recognition. Cultures have customs. Recognition is customary here, so it has to be baked into your processes and interactions. It’s not just for once-a-week meetings.
There are small ways to include it in every work day without money. Within a few months, you’ll have a set of tried-and-true methods that have become a habit.
Don’t be stingy, but also, don’t fly out of the gate with grand incentive programs you cannot afford to sustain long-term.
If you do offer certain incentives, such as flexible scheduling, make note of the ceiling. After all, how many afternoons off can one of your top team members reasonably take?
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Save this to read later: We break down the main issues with big HR spending and share easy ways to keep building a culture of recognition on a budget. |
Be more mindful about where and when recognition is warranted. Trying to meet a quota or doing a total 180 in how you treat employees is going to lead to recognition that doesn’t land.
This calls back to the idea of starting small. Suddenly praising employees for absolutely every neutral-to-positive behavior isn’t the way to create (or benefit from) the culture. It makes people suspicious. It’s also likely that everyone else won’t be able to keep up.
Feeling a little wary of offering just anyone more flexibility? If you were paying attention to the pitfalls of doing too much too soon, you should be.
Fortunately, tools like HeyTaco help you make sure it’s warranted. You get a visual representation of who is getting the most kudos on the clock. Employees unlock new levels and earn rewards just by being awesome to work with.
The beauty of a culture of recognition is that it can grow into something you don’t have to tend to meticulously.
Prioritize recognition for and by employees, and they won’t need as much validation from leadership. They already have enough daily support to decide, create, and complete with certainty.
Okay, you’re up to speed and it’s time for the main event.
Understanding how to recognize employees without money begins with small, considerate deeds. Some of these ideas aren’t just free–they aren’t even immediately identifiable as personal recognition. They can benefit the company just as much as the employee, too.
What all of them do have in common is that they uphold the idea of the workplace as a community where everyone matters.
Let’s get the easiest one out of the way. They know they’re doing their best, but does everyone else? At each meeting, mention an employee by name who had an especially good week. Be specific about why.
Use HeyTaco’s leaderboard feature to see who received the most tacos. Taco Receiver of the Week can get a free perk like leaving an hour early or passing a task to someone else.
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BONUS TIP: Have the person who gave the most tacos present them with the reward (don’t forget to throw them a perk, too). |
Many employees actually prefer this kindness to a cake or gift card.
Your employees know what it’s really like to work at your company. Pitching in with training also promotes the idea of community to both new and existing hires.
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BONUS: Want to know more about handling fresh hires and fully integrating them into the culture? Check out our ideas for recognizing new hires and interns. |
Adding small, bright touches to the least-anticipated times of the week can take the mood up a notch.
“Wow, more work! Thanks!” On the contrary, this can be much more welcome than it sounds–provided you don’t overwhelm them. Adding to an employee’s role displays trust and confidence in their abilities.
Give hardworking employees the afternoon to do work-related tasks they’d normally have to handle after hours. Software updates, reorganizing, catching up on emails, and so on.
Employees have more confidence in their work when they are clear on company goals, standards, and other guidelines. Take a second pass over mass emails and instructive documents. Is there a simpler, more efficient way to get the message across?
If letting employees pitch in with training goes well, set up something more targeted and longer-term. This can be a fast track to better performance and retention rates.
Pick a wall at work and create a visual display highlighting various employees. Refresh it weekly with Polaroids, notes telling of their good deeds, or especially brilliant jokes they’ve told.
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BONUS TIP: Remote and asynchronous teams can do this digitally. For example, start an Employee of the Week board on Trello. Users can create cards sharing why that employee/s had a superstar week. |
Never miss a birthday or work anniversary again. You can even add these to a physical calendar located in a common area where everyone else can benefit from the reminder, too.
Something as simple as rearranging the workspace can create seismic shifts in productivity and morale. Professional cleaning, updated lighting, or new decorative touches can be worthy investments if you have the budget.
We say “thanks” so often at expected times that it feels offhanded and automatic. Learn to deliver this common, essential phrase with more intention and eye contact. Your employees need to hear it and believe it.
A lot of highly productive people are guarding precious PTO because it has an air of scarcity. Reassure employees at risk of burnout that taking time off is important. If there’s an emergency, they’ll still be able to work something out.
Let staff know that your door is open during set times for questions or idea pitches. They’ll feel more welcome and at ease approaching you with work-related topics that have been on their minds.
Show your faith in employees and stop hovering around during certain tasks. “I know you’ve got this,” can be a major morale game-changer when it comes from a leader that usually helicopters.
Gym memberships and other health subscriptions are a popular employee gift. A free option is holding meetings while taking a walk. Employees can enjoy fresh air, a mood boost, and a change of scenery without missing a beat.
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BONUS TIP: If you do want to invest in employee health, but your team is remote, consider walking pads. Remote employees can walk it out during meetings, calls, or brainstorming sessions. |
Let the team know that you won’t be emailing them this upcoming weekend, and that they should consider unplugging from work, too.
If you normally seek new hires for team leads or management, revisit this. There may be a team member who has been actively expanding their skill set. Never disregard someone who has put in the extra effort to make themselves a long-term asset.
💡Did you know?💡
Job satisfaction polling shows that only 33% of American workers are extremely or very satisfied with their promotion opportunities. Of the 33 items on our list, this one could have the most impact on overall satisfaction and retention.
Bonded teams engage in more peer-to-peer recognition and work more efficiently. Coming up in this article, we’ll share team building ideas and resources.
Bust up stress by telling them to take a break. The element of surprise makes it feel more rewarding. Employees have 20 minutes to take a breather, get a coffee, and reconvene with a clearer head.
In a time where so few people pick up a pen anymore, it’s the personal touches that matter. Just try to make it legible.
If an employee has been putting forth their best but it’s not quite time for a promotion, give them the reins on something else. It helps sustain their motivation to move forward.
If you know someone has a sick family member or went on a weekend trip, ask them about it. It doesn’t have to be a long, in-depth exchange; it’s just recognizing them as a person with a life outside of their job.
Use surveys, polls, or ask them directly. Regularly soliciting feedback from employees reminds them that their perspective has an impact.
Foster leadership qualities in employees with smaller roles by having them choose activities or food for the next team event or celebration.
From a pizza party that will take them right back to their school days to a catered lunch, this is a classic way to get the gang together.
If someone has an idea that doesn’t work out, compliment their efforts and encourage them to keep digging deep.
Be sure to add successfully completed projects, troubleshooting, and other wins to an individual’s file. Recognize their achievements when it comes time for raises, performance reviews, and promotions, or other one-on-ones.
Lift everyone’s spirits by occasionally allowing a furry four-legged visitor (that’s right, we’re excluding the employee who owns a ball python). Just make sure everyone’s disclosed any allergies first.
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BONUS TIP: Remote teams can bond by introducing their pets over Zoom during special pet-inclusive meetings. |
We can’t say it enough. If cash rewards aren’t in the cards, give your best employees more options. Remote opportunities, alternative scheduling, and other considerations that make their lives easier will help retain them.
Share a tip or piece of information that helped you simplify a task or overcome a challenge. Employee morale and motivation improve when they know you’ve been in their shoes and want them to succeed.
Whether it’s a free seminar or standard industry learning module, more employees want this than you probably think. And remember that their growth is inextricably tied to the growth of the company.
You’ve been recognizing employees like crazy, and it’s really going gangbusters. They love recognizing each other too, the whole team chat is just raining tacos.
Motivation, morale, and hope for the future have never been higher. But…what’s this? Everything has gone so well that now they’re earning rewards. And you still have a shoestring budget.
Here are some of everyone’s favorite low-cost rewards for employees:
Want more ideas? We share these and many more on our grand list of 35 employee rewards. Some are free, some are low-cost, and some are most definitely reserved for the employee you can’t function without.
You can certainly get away with low-cost rewards for Employee of the Month. Options like allowing remote work can be a no-cost reward if you already have the infrastructure in place.
What you reward Employee of the Month with is ultimately less important than how you manage the program. These traditions require some updating to fit into the culture.
Having employees participate in the process makes it more transparent. Transparency helps eliminate drawbacks like resentment and shows everyone how they too can be crowned Employee of the Month.
Our founder has discussed how to modernize Employee of the Month programs for a culture of recognition. Check that out for ways to make it more meaningful and inclusive (no extra money required).
Their place of work can be the only thing some employees have in common. This isn’t as much of a barrier to a motivating, supportive culture of recognition as you might think. It just increases the need for team-building.
Team-building is another vine that winds its way into every cranny and crevice of a healthy company culture. Recognition isn’t doing its magic if employees aren’t engaging in it too. Morale and collaboration will stay in the basement if there’s no trust or appreciation between them.
There are clever ways to pack team-building, peer-to-peer recognition, and leadership-to-employee recognition into one event or exercise. Behold:
What it is: Employees gather in one place to solve a challenge or complete a tough task. Usually with refreshments.
How employees recognize one another: They overcome a problem together, collaborating closely with people they may not normally team up with.
How you recognize employees: You can provide the refreshments, but giving employees the dedicated place and space to untangle a knot is very considerate, too.
What it is: An employee shares a personal interest of theirs and shows how others can enjoy it, too. Can include anything such as crafts, cooking, martial arts, or dancing.
How employees recognize one another: Getting to learn more about their coworker, appreciating their skills, and trying something new with them.
How you recognize employees: Giving an employee the spotlight to share more about who they are as a person.
What it is: A lunchtime meeting where employees receive training, take in a presentation, or participate in a company discussion.
How employees recognize one another: Having lunch together instead of going their separate ways. Uniting on new concepts and asking helpful questions.
How you recognize employees: By buying them lunch and helping them develop their skills or stay up to date on company news.
If you want to create stronger bonds among employees, see our list of decidedly not-lame team-building activities–there’s plenty there for remote teams as well as small, in-person groups.
You can take all of the knowledge we shared today and leave without committing to a single taco. We swear–this isn’t a shameless plug and most of what you read can be implemented without using it.
However, it just so happens that HeyTaco is a carefully designed solution to the common conundrums of creating company culture. Small, near-effortless positive interactions that add up to an atmosphere of appreciation are our entire reason for existing.
Here’s how it creates good vibes that stick:
If we learn nothing else from all of the above, we know that the best type of recognition is genuine and frequent. Occasional, costly rewards will never have the same impact.
Sending coworkers taco emojis as a sign of gratitude or approval is one custom that nurtures the culture long-term. It isn’t a chore; it’s a little insider symbol that becomes familiar to a cohesive team.
Leaderboards add an element of gamification and friendly competition to employee interactions. As a bonus, it makes it easy for management to ascertain when to reward employees.
And yes, taco-theming your recognition is a little silly. That’s the point! You can’t boost morale with a completely straight face.
Use Taco Tags to attach your company’s core values to tacos. This is the perfect feature for making the small gestures meaningful and specific.
HeyTaco also offers real-time analytics and engagement metrics so you can tailor decisions to your business.
You can read a more in-depth explanation of how HeyTaco helps build and strengthen company culture. Or you can let leaders who already use HeyTaco explain how it’s one of the most effective ways to recognize employees without money or tangible gifts.
Laura, a Manager of Customer Success at CRM platform Insightly, explains: “HeyTaco offers a chance to take a break, have some fun, and lighten the mood during the day…it's not just for recognition; it also adds a lighthearted, enjoyable element to our routine, which can be a refreshing part of the day.”
In addition to fun, it gives insights into company performance and culture.
“It allows people to highlight how each team contributes to overall success. While we all believe our roles are crucial, having visibility into everyone's contributions to Insightly's success goes a long way."
Read more about how companies implement HeyTaco, or go ahead and try it yourself (for free, of course).