The State of Employee Experience in 2025

Key Takeaways: The State of Employee Experience in 2025

Executive Summary

Achievers, a reward and recognition software company, aims to connect people to purpose through frequent, meaningful recognition and motivating rewards, driving organizational success. Recent research from Achievers Workforce Institute, surveying over 3,500 global employees and 1,500 HR leaders, reveals that while fewer employees are actively seeking new jobs compared to last year, engagement levels have dropped, with only 36% of employees engaged at work. Additionally, only 34% of employees would recommend their manager, and just 20% feel meaningfully recognized at work. The research highlights the importance of frequent contact, recognition, coaching, and career development in improving manager effectiveness and overall employee experience. Psychological safety and resilience are also critical areas of concern, with only 24% of employees feeling psychologically safe at work. Achievers emphasizes the need for integrated, scalable recognition platforms to foster innovation, trust, and confidence, ultimately enhancing employee engagement and productivity.

Speakers

David Bator, Managing Director, Achievers Workforce Institute
Emma Harvie, Associate Director of Customer Success and Strategic Accounts & Achievers Workforce Institute Advisor

Key Takeaways

1. Manager Trust Gap: Recent research from Achievers Workforce Institute reveals that only 34% of employees would recommend their manager, highlighting significant gaps in trust and support.

2. Retention Economic Influence: The survey indicates a sharp decrease in employees actively looking for new jobs, from 41% last year to 18% this year, suggesting economic uncertainty may be influencing retention.

3. Recognition Engagement Productivity: Only 20% of employees feel meaningfully recognized at work, emphasizing the need for frequent and impactful recognition to improve engagement and productivity.

4. Declined Psychological Safety: Psychological safety at work has declined, with only 24% of employees feeling safe, underscoring the importance of fostering open communication and inclusive environments.

5. Recognition Platform Benefits: Implementing a recognition platform can significantly enhance employee engagement, productivity, and overall satisfaction, with employees being three times more likely to recommend their manager and twice as likely to be engaged.

Key Quote

What we know is that our workforce is in constant flux. And if you ask employees, they feel ill equipped. While they may not be heading for the exits as rapidly as they did a year ago, the work to earn their commitment and unlock their potential remains ever present.

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FAQs: The State of Employee Experience in 2025

Employee Engagement and Experience

1. What is the difference between employee engagement and employee experience?
Employee engagement refers to the commitment an individual employee makes to doing the job they are paid to do. Employee experience, on the other hand, is the responsibility shared by the organization to create conditions that allow employees to be engaged in the first place.

2. What are the current trends in employee engagement?
Recent research shows that only 36% of employees are engaged at work, which is a slight decrease from previous reports. Additionally, only 34% of employees would recommend their manager, indicating issues with trust and support.

Recognition and Rewards

1. Why is frequent recognition important?
Frequent recognition is crucial because it significantly impacts how employees feel about their work. It leads to higher engagement, productivity, and a stronger sense of belonging. Employees who are frequently recognized are more likely to feel physically and mentally well, engaged, and connected to their work.

2. How can organizations implement effective recognition programs?
Organizations can implement effective recognition programs by ensuring recognition is frequent, meaningful, and integrated into daily workflows. This includes using technology platforms to scale recognition, making it public, and tailoring rewards to what employees value.

Manager Effectiveness

1. What factors contribute to manager effectiveness?
Manager effectiveness is driven by four key factors: frequent contact, frequent recognition, coaching, and career development. These factors help build trust, provide clear and constructive feedback, and support employees' professional growth.

2. How can managers improve their relationships with employees?
Managers can improve relationships with employees by maintaining regular one-on-ones, providing specific and meaningful recognition, offering consistent coaching, and supporting employees' career development. Showing genuine care and interest in employees' well-being is also crucial.

Employee Resilience and Psychological Safety

1. What can companies do to support employee resilience?
Companies can support employee resilience by encouraging open communication, providing frequent and meaningful recognition, fostering inclusivity, and creating a safe space for discussions. Regular check-ins and support from managers are also essential.

2. Why is psychological safety important, and how can it be improved?
Psychological safety is important because it allows employees to feel safe to take risks and express themselves without fear of negative consequences. It can be improved by ensuring fairness, transparency, and inclusivity in recognition programs, and by fostering a culture of care and support.

Building a Recognition Program

1. What are the key elements of a successful recognition program?
A successful recognition program includes high-frequency recognition, nudge technology, integration into daily workflows, continuous promotion and improvement, and personalized rewards. It should be designed to support leaders and be accessible to all employees.

2. How can recognition programs foster innovation and trust?
Recognition programs can foster innovation and trust by ensuring that recognition is meaningful and tied to specific behaviors that drive performance. They should also be fair, transparent, and inclusive, providing all employees with equal opportunities to be recognized.

Blog: Strategies to Enhance Employee Engagement and Experience

In today's competitive business environment, organizations increasingly recognize the importance of employee engagement and experience. Employee engagement refers to the commitment an individual makes to their job, while employee experience encompasses the conditions that enable this engagement. Understanding and improving these aspects can lead to a more motivated, productive, and loyal workforce. Additionally, resilience has become a critical attribute for employees, especially amid disruptions such as layoffs, the pandemic, and mergers. Companies must prioritize strategies that help employees feel supported, recognized, and included to enhance their ability to cope with change and drive overall business performance.

Enhancing Employee Engagement and Experience

Recent research reveals a troubling trend: a significant portion of employees feel underwhelmed and disengaged at work. Only 36% report being engaged, and just 34% would recommend their manager. This data emphasizes the need for organizations to create a supportive and motivating work environment. Key factors influencing employee engagement include frequent contact, meaningful recognition, coaching, and career development. These elements are essential for building trust, fostering communication, and ensuring employees feel valued and supported.

Frequent and meaningful recognition is one of the most impactful ways to enhance employee engagement. Recognition should be personal, specific, and impact-oriented, acknowledging individual contributions and achievements. Public recognition amplifies positive effects, modeling desired behaviors for the organization. Tailored rewards that align with employees' values further enhance recognition programs. Organizations implementing recognition platforms see significant improvements in engagement, productivity, and satisfaction.

Manager effectiveness is crucial in shaping the employee experience. Managers who maintain regular contact, provide constructive feedback, and support professional development are more likely to be recommended by employees. Effective coaching involves asking great questions, providing clear feedback, and celebrating progress. Professional development should be personalized, focusing on primary responsibilities, areas for improvement, and personal growth opportunities. Prioritizing these aspects helps managers create a positive and motivating work environment.

Resilience and psychological safety are critical components of the employee experience. Employees need to feel safe and capable of meeting unexpected challenges. Organizations can support resilience by fostering a culture of trust, providing resources for professional development, and encouraging open communication. Recognition enhances psychological safety, as frequently recognized employees are more likely to feel well, engaged, and valued. Creating conditions that support resilience and psychological safety leads to a more stable and productive workforce.

Encouraging open communication within the organization is an effective strategy for building resilience. When employees feel their voices are heard and concerns addressed, they are more likely to feel secure and valued. Regular one-on-one meetings between leaders and employees facilitate this communication, allowing leaders to check in on well-being and provide support. Fostering inclusivity and creating a safe space for discussion helps employees feel more connected and less isolated during times of change.

Boosting Morale and Resilience Through Employee Recognition and Belonging

Recognition enhances resilience by boosting morale and reinforcing positive behaviors. Implementing a flexible recognition model that aligns with business objectives and integrates throughout the employee journey can significantly increase engagement and activity, as demonstrated by Super Retail Group's program. Recognizing contributions and achievements fosters a sense of belonging and motivates employees to perform at their best.

Belonging also builds resilience. Employees who feel welcomed, known, included, supported, and connected are more likely to experience a strong sense of belonging. Initiatives like professional development opportunities, inclusive policies, and platforms for connection and collaboration cultivate this feeling. Research indicates that employees with a strong sense of belonging are more engaged, productive, and likely to recommend their workplace. Investing in conditions that promote belonging enhances employee resilience and drives positive business outcomes.

Improving employee engagement and experience requires a multifaceted approach including frequent contact, meaningful recognition, effective coaching, and personalized professional development. Managers play a crucial role in creating a supportive and motivating work environment, which enhances employee satisfaction, productivity, and loyalty. Furthermore, fostering resilience through open communication, a sense of belonging, and psychological safety empowers employees to navigate challenges effectively. Prioritizing these elements drives organizational success and builds a thriving, resilient workforce.