Only 40% of UK Staff Think Their Bosses Have Their Back
Reward Gateway’s brand‑new study—yes, that big name that gives every company a discount vault—has dropped a truth bomb: just 40 % of UK workers feel their employers are actually pulling their weight during the cost‑of‑living crunch. Frontline crews are even tougher to hit, with the slim 28 % mounting for support.
HR vs. The Real‑World Reality
- Only 5 % of HR chiefs notice a dip in staff money health over the last two years.
- Meanwhile, 13 % of workers say their wallet’s feeling the squeeze.
That’s a three‑times‑gap issue, or: every HR leader could be missing that one crucial button.
Mind Matters – but Money Beats the Brain?
- In 2024, 60 % of HR leaders say mental well‑being tops the agenda.
- They drop financial well‑being to 55 %.
Now flip the script. Employees flip the switch:
- 60 % want money matters on the front page.
- But 65 % still want mind matters to be the main headline.
So what’s the mess? Half of the workforce (just 45 %) believes HR is actually sitting in the boardroom and saying “I’m just here for you.”
Bottom Line
If your company’s not talking cash‑talk and calm‑talk the same way your people want, you might as well be handing them a paper cup of lukewarm coffee—big “L” for low morale. Get the right priorities in the right places, and you’ll move from “nope” to “yooooo!” in no time.
Employers falling short of workers’ financial needs
Are HR Leaders Really Killing the Job?
Hey folks, HR’s got a new mission: be the “cost‑of‑living superheroes” in the office. Over half—57% to be exact—say this job has become way more important lately. But here’s the kicker: employees still think the biggest boost to their hearts (and wallets) comes from a good pay bump and a sweet financial bonus.
What’s the Pain Point?
- Pay raises top the list at 62%.
- Financial bonuses follow closely at 53%.
- A staggering 64% of HR leaders admit they’re struggling to keep up with the “competitive offer” game.
Policy vs. Reality
Only a tiny 14% of HR executives claim to actually pay out cash cushions in their reward programs. On the flip side, 43% of them say they’re “helping” employees in a more general sense. The numbers show the gap: 65% of workers feel their company could be doing more to tackle the cost‑of‑living crisis.
Turnover ‑ The Silent No‑Show
Questions: Do you think about leaving? More than 36% of employees say poor pay is the single most compelling reason to jump ship. Indeed, turnover is up since last year, tickling HR managers’ nerves.
Reward and recognition is a solution, but it’s currently underrated
Reward & Recognition: The Hidden Cost‑of‑Living Fix
TL;DR: Most workers don’t notice their company’s reward program, and when they do, it feels like a half‑hearted pat on the back. HR leaders think they’re doing great, but the numbers tell a different story.
What the Study Says
- Only 49% of employees think their employer actually has a reward & recognition plan.
- In contrast, 65% of HR leaders brag that they do.
- When employees are aware, 70% say they know the program well.
- However, 47% still feel the rewards are not great.
- Just 43% of HR leaders say their reward budget is solid.
- A whopping 82% believe their offerings could use a serious upgrade.
Why the Disconnect Happens
It’s easy to see why folks are missing the benefits. If a slick digital badge or a “thank you” email is the only perk, employees may feel it’s a joke rather than a genuine incentive.
Insights from Nebel Crowhurst
Reward Gateway’s Chief People Officer, Nebel Crowhurst, breaks it down:
“The cost‑of‑living crisis is real, and employers want to help. But when budgets are tight, many think the only thing they can offer is a cookie‑cutter raise. That’s simply not true. A well‑crafted reward program can ease stress for both sides if it’s visible and easily accessible.”
“About 67% of HR leaders say they’re asked to do more with less. Providing personalized, bite‑sized financial wellbeing rewards can bridge the gap between what employees need and what companies can afford.”
What Should Be Changed?
- Make the reward program front‑and‑center—employees need to spot it.
- Offer meaningful perks that feel like real help, not just virtual gold stars.
- Ensure the reward budget is transparent and adequate so leaders don’t feel short‑changed.
- Introduce personalized options—think tailored financial aids like tax‑help kits or grocery vouchers.
In short, a reward program that feels real, visible, and helpful can transform workplace morale—even when pay raises are off the table.
