boss screaming at small businessman

(© ArtFamily -

NEW YORK — Are you getting the love you need from your boss? A new survey reveals that 63 percent of workers feel unappreciated by their employer on a daily basis.

That’s according to a recent poll of 2,000 Americans, all of whom have either been employed in some capacity over the last five years or are currently searching for a new job. Of those polled, 65 percent believe they’d be likely to stay at a job with an unappreciative manager if their coworkers and peers still recognized their work.

Hey boss, how about a little, ‘Thanks for the hard work’?!?

Even as two-thirds of respondents feel unappreciated by their employer on a daily basis, 59 percent say they’ve never had a boss who truly appreciates their work. One in three even claim (29%) they’d willingly give up a weeks’ worth of pay for more recognition from their employer.

The poll, conducted by OnePoll on behalf of Bonusly, sought to uncover what employees really want from their employers. How might simple acts of appreciation impact their overall happiness and experience at the office? The majority (41%) of respondents say favoritism among employees from management makes them feel the most unappreciated. Another 39 percent cite a lack of communication and recognition from the higher-ups. 

Almost half (46%) of respondents have left a job because they felt unappreciated. When asked how their current place of employment could improve, 35 percent say they’d like recognition from their employers in the form of perks, bonuses or a recognition program.

All things considered, 65 percent admit that they would work harder if they felt it would be noticed by management.

The Great Resignation showed us that employees want more than just a paycheck. As many companies transition toward remote work, there is an increased need to create positive interactions to build stronger connections, even if those are virtual,” said Raphael Crawford-Marks, Bonusly Founder and CEO. “Retention and high-performance are directly impacted by how employees feel valued and recognized at work.”

The most efficient way to show appreciation

When asked what larger ways employers should show appreciation, respondents agree that money still talks. A third would like salary increases, while 30 percent want wellness and professional development stipends.  In fact, almost seven in 10 (68%) would not want to work for a company with no internal advancement opportunities. More than three-quarters (77%) say it is important that a company allows them to “climb the ladder,” meaning there is a clear-cut path for advancement.

This might also be why 25 percent of respondents would appreciate one-on-one coaching from management as a way their company invests in its employees on a daily basis. 

One in five (22%) would prefer to be recognized with praise from management. Another 22 percent would also like recognition from their peers.  

In the hierarchy of whose recognition matters most, direct supervisors ranks first (38%). But respondents care just as much about being recognized by their coworkers (35%) as they do by the CEO (35%). Of the 54 percent of respondents who manage others at work, 63 percent say their favorite way to commend employees was making that praise visible to other team members and the company.

“Trivial perks, like free food, a ping pong table or even a box of treats sent to your remote employees, don’t warrant great work in return,” said Crawford-Marks. “Organizations need to adopt a culture of recognition and appreciation to give employees a sense of purpose, progress and belonging at work. If recognition programs are executed well and with intention, employee retention increases, as does productivity and morale.”

Our Editorial Process

StudyFinds publishes digestible, agenda-free, transparent research summaries that are intended to inform the reader as well as stir civil, educated debate. We do not agree nor disagree with any of the studies we post, rather, we encourage our readers to debate the veracity of the findings themselves. All articles published on StudyFinds are vetted by our editors prior to publication and include links back to the source or corresponding journal article, if possible.

Our Editorial Team

Steve Fink


Chris Melore


Sophia Naughton

Associate Editor