What really drives people at work? And how can recognition programs like HeyTaco meaningfully improve engagement and performance?
In a recent webinar, we sat down with three leading researchers—Dr. Ewelina Forker, Dr. Adam Presslee, and Dr. Alex Vandenberg—who’ve studied how recognition and rewards impact employee behavior and workplace culture. Together, they shared science-backed insights that explain why recognition works—and how to design a program that genuinely motivates your team.
Here are five of the biggest takeaways from our conversation.
Recognition isn’t just a “nice to have.” It supports three foundational needs that drive employee engagement:
Done well, recognition leads to higher engagement, better performance, and increased loyalty.
The researchers highlighted six best practices that make recognition more meaningful and impactful:
Recognition shouldn’t feel like a one-off event. It should be a shared team habit—woven into daily work.
You’ve probably heard that monetary rewards “crowd out” intrinsic motivation. But in the workplace, that’s often a myth.
In fact, the data shows that well-designed rewards can actually increase the impact of recognition—especially when they’re:
In organizations using rewards alongside peer recognition, engagement was significantly higher—sometimes 2–3x more tacos were given.
Leaderboards can either inspire people or demotivate them—it all depends on what you're ranking.
The researchers tested two types of leaderboards:
Result? Leaderboards based on giving drove more recognition, more helping behavior, and maintained sincerity. But receive-based boards actually reduced trust and authenticity, as recognition began to feel transactional.
Want a healthy taco economy? Celebrate the givers.
Finally, the biggest insight: the most effective recognition programs are the ones that fit your team.
That might mean:
Whether you’re just starting a recognition program or refining what’s already working, the goal is the same: build a culture where people feel seen, appreciated, and motivated to do great work.
Below are select audience questions from the webinar and the researchers’ responses.
Q: What are some example metrics people could use to evaluate the impact of a recognition program?
A: Employee engagement is a great starting point. Use short surveys quarterly. You can also track recognition frequency and even link it to helping behaviors or performance.
Q: What does “helping behavior” mean in the context of recognition?
A: Helping is when employees support one another—whether that’s picking up tasks, sharing information, or lending a hand without being asked. Proactive help is a sign of a strong culture.
Q: Does adding financial rewards to recognition risk crowding out intrinsic motivation?
A: In workplace settings, no. In fact, symbolic, well-designed rewards often amplify motivation. The “crowding out” idea doesn’t hold up in most real-world work environments.
Q: What kinds of rewards make recognition more meaningful?
A: Non-cash-like, fun, novel rewards work best—things people wouldn’t normally buy for themselves. The reward should feel distinct and special.
Q: When is the right time to introduce rewards into a recognition program?
A:There’s no perfect timing data, but smaller, more frequent rewards work best. They keep the motivation loop going without becoming expected.
Q: Can rewards lead to unhealthy competition or demotivation among employees?
A: They can—especially in zero-sum setups. Make rewards inclusive and available to many people to encourage collaboration, not competition.
Q: Do rewards have to cost money to be meaningful?
A: No. Symbolic gestures—like early leave, jeans day, or a group lunch—can be just as powerful when done sincerely.
Q: What type of leaderboard works best in peer recognition?
A: Give-based leaderboards work best. They promote generosity and sincerity. Receive-based leaderboards reduce helping behavior and make recognition feel transactional.
Q: Why might receive-based leaderboards be less effective?
A: They make people feel like they have to “earn” recognition to win. That kills sincerity and turns recognition into a game.
Q: Could switching up what you track on the leaderboard help keep things fresh?
A: Yes, as long as it’s communicated in advance. Rotating focus keeps things interesting, especially if you highlight different aspects of recognition.
Q: Does it matter if leaderboard results are shown in real time versus after the fact?
A: Real-time leaderboards can lead to “end-game” behaviors where people start gaming the system. Just be careful not to turn recognition into a race.
Q: What advice do you have for getting executive or C-suite support for recognition?
A: Make the business case. Recognition leads to engagement, retention, and better performance. Those have hard ROI—tie it to the metrics execs care about.
Q: What if some teams use recognition more than others? How do you drive adoption across departments?
A: Find one or two champions in that team to get things rolling—recognition spreads. And customize rewards to each team’s culture. It’s not one-size-fits-all. Some roles need different forms of appreciation.
If you’d like to explore how your team can implement these practices—or you’re curious about partnering with researchers to better understand your recognition habits—let us know! We’ll be sharing more resources and insights in future webinars and blog posts.
Want to explore the research mentioned in this webinar? Here’s where to start:
Special thanks to Ewelina, Adam, and Alex for joining us, and to everyone who attended live. 🌮