The Bottom Line
The most mature organizations Deloitte studied stopped asking, “What rewards should we offer?” They started asking, “What experience are we designing for our people, and how does it help us win?”
That experience has to work for everyone, from global teams and remote workers to shift-based staff and very different departments. It needs to feel consistent and personal at the same time.
Recognition is what holds it together. It connects people to purpose, validates their contribution, and makes great work visible across the organization.
Recognition isn’t a perk. It isn’t a program. It’s a business system.
FAQ
What is total rewards maturity? It’s Deloitte’s term for how intentionally an organization designs and runs its total rewards, from fragmented and compliance-driven (Level 1) to fully integrated, personalized, and data-led (Level 4).
How does employee recognition affect total rewards maturity? Deloitte’s latest research found that the visibility, frequency, and authenticity of recognition clearly separate high-maturity organizations from the rest. In 2018, recognition wasn’t a defining factor.
What results do high-maturity organizations see? Deloitte found they’re 3.1x more likely to optimize rewards ROI, 1.5x more likely to retain high performers, and deliver 55% higher three-year average EPS than low-maturity peers.
Where should an organization start? With an honest audit of current recognition and rewards, then aligning recognition to company values and goals, opening it to peers, and measuring the results.
Ready to make recognition part of how your organization works? WorkProud helps companies build recognition and rewards programs that reach every employee and tie back to business results. Book a demo or talk with our team.
Want the full breakdown of Deloitte’s maturity model? Read What Deloitte’s 2025 Research Reveals About the Future of Total Rewards on the Online Rewards blog.
