What fuels productivity at work? How do employees want to be recognized? What’s stopping them from providing honest feedback?
At TSOW, we turned to you—our incredible community—to uncover the secrets behind workplace engagement. Through daily EngageWith questions, we gathered powerful insights that highlight what helps employees thrive, what holds them back, and what organizations can do right now to create a culture of high performance, motivation, and trust.
This isn’t just a report—it’s a playbook for workplace excellence based on real responses. Let’s dive in!
1. What helps you stay most productive during the workday?
Insights:
- 79.41% indicated that clear priorities and goals are the most critical factor in staying productive, showing that employees perform best when expectations are well-defined.
- 58.82% valued a quiet, focused work environment, emphasizing the need for minimizing distractions to maintain efficiency.
- 50% highlighted the importance of access to helpful tools and technology, proving that the right resources significantly impact productivity.
- 47.06% preferred regular breaks and flexible schedules, indicating that structured work-life balance contributes to sustained performance.
Community Actions:
- Establish clear goal-setting frameworks like OKRs or SMART objectives to provide direction.
- Minimize distractions by creating noise-free spaces or policies supporting deep work sessions.
- Ensure access to updated tools and technology to streamline workflows.
- Promote regular breaks and flexible schedules to sustain long-term focus.
2. What is your biggest barrier to productivity at work?
Insights:
- 60% identified lack of clarity in tasks as the biggest barrier, highlighting the need for well-defined roles, expectations, and project guidelines.
- 44.29% pointed to technical or resource challenges, emphasizing the impact of outdated or inadequate tools on efficiency.
- 35.71% cited too many meetings, suggesting that excessive discussions without clear action points can disrupt focus.
- 35.71% mentioned personal distractions or burnout, indicating the need for better work-life balance and well-being support.
Community Actions:
- Improve task clarity with structured workflows, clear expectations, and alignment meetings.
- Address technical challenges by investing in better tools and resources.
- Streamline meetings by setting clear agendas and reducing unnecessary discussions.
- Encourage work-life balance initiatives and well-being support programs.
3. If you could improve one aspect of your company’s recognition culture, what would it be?
Insights:
- 53.23% identified more leadership involvement in recognizing employees as the top improvement needed.
- 46.77% emphasized the need for more frequent and real-time appreciation, showing that timely acknowledgment boosts engagement.
- 46.77% supported more diverse ways to recognize achievements, reflecting a desire for varied and personalized recognition.
- 33.87% preferred a better system to track and reward contributions, suggesting that employees want clearer and more structured recognition processes.
Community Actions:
- Train leaders on the importance of employee appreciation and equip them with easy-to-use recognition tools.
- Implement real-time and frequent recognition through peer-to-peer shoutouts or instant rewards.
- Expand recognition programs to include career growth opportunities, personalized rewards, and public appreciation.
- Develop a structured system to track and measure contributions for fair and meaningful recognition.
4. Which recognition format would be most effective for your team?
Insights:
- 58.33% identified monthly awards and spotlights as the most effective recognition format.
- 56.25% preferred a formal rewards program with points and incentives, showing that tangible rewards play a significant role in motivation.
- 37.5% valued personalized thank-you notes from leaders, highlighting the importance of direct and meaningful appreciation.
- 31.25% favored a dedicated Slack/Teams channel for shoutouts, showing that while public peer recognition is valued, structured programs hold greater impact.
Community Actions:
- Implement monthly awards and structured rewards programs that balance appreciation with tangible incentives.
- Encourage leaders to actively participate in recognition efforts through personal thank-you notes.
- Use Slack or Teams channels to complement formal programs with ongoing recognition.
5. Which type of recognition motivates you the most?
Insights:
- 72.22% identified career advancement opportunities as the most motivating form of recognition.
- 64.81% preferred monetary incentives, showing that financial rewards remain a strong motivator.
- 62.96% valued company-wide shoutouts, suggesting that public acknowledgment fosters motivation and team morale.
- 24.07% found verbal praise in a one-on-one setting most motivating, indicating that private recognition alone may not be sufficient.
Community Actions:
- Focus on career growth initiatives like mentorship programs, promotions, and skill development.
- Implement monetary incentives such as performance bonuses or rewards points.
- Integrate public recognition into newsletters, meetings, or digital platforms.
6. What’s the biggest reason employees hesitate to respond honestly to pulse surveys?
Insights:
- 56.1% cited fear of repercussions despite anonymity.
- 53.66% expressed doubt that leadership will act on the feedback.
- 41.46% pointed to an unclear purpose or impact of the survey.
- 19.51% felt too busy to participate.
Community Actions:
- Reinforce anonymity policies to ensure employees feel safe sharing honest feedback.
- Demonstrate action on survey results to build trust in the process.
- Clearly outline the survey’s purpose and impact to encourage participation.
7. If leadership could only take one action based on pulse survey results, what should it be?
Insights:
- 55.26% believed that leadership should address the most common concern immediately.
- 42.11% emphasized the importance of investing in employee well-being and growth.
- 42.11% supported creating open discussions around feedback.
- 21.05% suggested improving transparency around decision-making.
Community Actions:
- Prioritize immediate action on the most common concerns to show employees their feedback matters.
- Foster open discussions around survey results to keep communication transparent.
- Invest in well-being and professional growth programs to drive long-term engagement.
- Improve transparency in decision-making through regular updates.
8. Which type of employee award would feel most exciting to you?
Insights:
- 65.85% found a surprise recognition award the most exciting.
- 46.34% preferred a team-based award that recognizes collaboration.
- 41.46% valued a “silent hero” award for behind-the-scenes contributions.
- 26.83% were excited about exclusive experiences like lunch with the CEO.
Community Actions:
- Introduce surprise recognition awards to create moments of joy.
- Promote team-based recognition to encourage collaboration.
- Recognize behind-the-scenes contributors through Silent Hero awards.
9. If leadership could only take one action based on pulse survey results, what should it be?
Insights:
- Addressing the most common concern immediately (55.26%) is the top priority for employees.
- Investing in employee well-being and growth (42.11%) is equally important.
- Creating open discussions around feedback (42.11%) ensures employees feel heard.
- Improving transparency around decision-making (21.05%) is necessary but secondary to direct action.
Community Actions:
- Prioritize immediate action on common concerns to show responsiveness.
- Create structured discussions around survey results to foster open dialogue.
- Invest in well-being initiatives and professional growth programs to drive long-term engagement.
- Improve transparency in decision-making through regular updates.
10. Which type of employee award would feel most exciting to you?
Insights:
- Surprise recognition awards (65.85%) create the biggest emotional impact.
- Team-based awards (46.34%) highlight collaboration and shared success.
- Silent hero awards (41.46%) acknowledge behind-the-scenes contributions.
- Exclusive experiences (26.83%) like lunch with the CEO are appreciated but less of a priority.
Community Actions:
- Integrate surprise recognition into company culture for an element of excitement.
- Promote team-based awards to encourage collaboration.
- Ensure behind-the-scenes contributors receive recognition through dedicated “silent hero” awards.
- While exclusive experiences can be valuable, peer-driven and spontaneous recognition hold greater impact.
Final Thoughts: Building a Workplace That Works 🚀
This report underscores key drivers of productivity, recognition, and feedback culture in the workplace. Organizations can implement these insights to enhance employee motivation, streamline recognition programs, and create a safe space for honest feedback.
By taking intentional steps, businesses can build a culture that supports engagement, well-being, and long-term success.
