TruCentive argued that employee engagement and wellbeing should be considered separately when designing remote-work recognition, in guidance published on May 15, 2025. It drew on Gallup’s 2025 workplace report to describe a situation in which engaged remote workers can still experience emotional strain.

The post also cited a fall in manager engagement from 30% in 2023 to 27% in 2024. TruCentive used those earlier-year figures to support its recommendation that organisations equip managers to recognise and support dispersed teams.

Its proposed measures included gifts, spot awards, performance bonuses, peer recognition and non-monetary options. The company advised connecting a reward to a specific contribution and allowing preferences to influence the form of recognition.

Communication was another part of the approach. TruCentive suggested using regular online meetings to maintain contact and acknowledge achievements, alongside tools that make recognition easier for managers to deliver.

The article offered HR programme guidance and did not report a trial showing that incentives improved remote employees’ wellbeing. Its central recommendation was to combine recognition with management support and communication, rather than treating a reward as a complete response to remote-work challenges.