What keeps people at work: fancy perks or real connection?

More benefits = more happines?

Sometimes it feels like modern work culture is trying to reinvent happiness. Offices offer free breakfasts, workation trips to Thailand, game rooms, and beautifully designed spaces. But do these things actually create job satisfaction? Does a person sitting at their desk with a decaf soy flat white truly feel seen, appreciated, and needed?

Most research suggests that none of those things matter as much as how people feel about the relationships they have at work. According to Gallup's State of the Global Workplace 2025, relationships at work matter more than ever. Employees who feel cared for and valued by their managers and colleagues are far more engaged and far less likely to leave. People rarely quit because of salary or remote work policies. They quit because of relationships lacking humanity, appreciation, and trust.

When "thank you" weighs more than a bonus

It may sound simple, but a genuine expression of appreciation is often more meaningful than any financial incentive. Recognition creates emotional safety, the feeling that your contribution matters. Research shows that recognized employees are 2.7 times more engaged, and organizations with recognition programs see 31% lower turnover. These numbers reflect the heartbeat of a real organizational culture. When that heartbeat is missing, everyone feels it, from the new intern to the long-time employee quietly considering whether to leave.

Why the "soft" things create "hard" results

A culture without trust and support eventually becomes toxic, no matter how impressive the bonuses or perks. Without emotional connection, without the psychological safety to make mistakes, without basic human attention, nothing works. Even the best talent eventually walks away.

But when people feel heard, they work not out of obligation, but out of desire. This is where creativity, ownership, and genuine engagement thrive. When recognition becomes part of daily life and values are more than posters on a wall, that's when they begin living inside people.

As MELP co-founder Juozas Sargūnas says: "Recognition is the mirror of culture. When we express gratitude, we show who we truly are."

How to build healthy relationships at work

Creating a human-centered culture isn't a quick fix. It's a habit that requires courage, consistency, and empathy. Here are a few practical steps:

Talk about more than results. Regular 1:1s shouldn't be KPI checklists. Ask "How are you feeling?" not just "What did you accomplish?" One emotional question can shift more than a long status meeting.

Create micro-moments of recognition. It doesn't need to be a prize. Sometimes a simple thank-you message, a Slack comment, or a genuine "great job" at the end of a meeting is enough.

Encourage peer-to-peer appreciation. When colleagues notice each other, culture becomes more horizontal. This builds trust and reduces dependence on the manager.

Keep recognition authentic. Forced gratitude doesn't work. People sense when recognition is a formality. Be specific and sincere: what exactly was done, and why it mattered.

Bring humanity into leadership. Leadership without humanity is just pressure with a fancy name. Managers must set the example and show that appreciation is not weakness, it's emotional intelligence and strength.

The world of work is changing. Offices are hybrid, teams are global, technology is reinventing everything. But one thing remains steady: the human need to be seen, valued, and needed. Because in the end, it's not the free breakfast or the option to work from Thailand that keeps us in a job. It's the people we want to build, share, and grow with.

And it all starts with a simple, genuine "thank you."

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