It is no secret that employees increasingly judge employers by their values, and gifting has quietly become part of a company’s ESG footprint rather than a simple nice-to-have gesture.
Gifting is no longer neutral. It reflects organisational priorities. It is difficult to champion sustainability while handing out cheap merchandise or plastic-filled gifts to employees and clients. In a values-driven workplace, even small gestures are noticed and interpreted. United Culture’s 2025 Work Remastered survey reported that employer reputation has become one of the most important factors for employees considering a job offer. The findings also suggest that, for around half of UK office workers, values such as transparency, honesty, fair treatment, and inclusivity genuinely matter, with many choosing to work for businesses that align with their personal beliefs.
ESG is no longer an abstract concept — it is personal —
For many employees, ESG is no longer just a corporate acronym. It shows up in everyday experiences, including how people are recognised at work. Employers expect staff to act responsibly around ESG goals, and employees increasingly expect the same in return. PwC research shows that 68.6% of job seekers consider environmental policies important when choosing an employer, and 70.7% say societal impact affects how long they stay with one.
Gifting sits directly in this space because it is tangible, visible, and personal. A wellness hamper with candles and teas that support social causes, for example, can help an employee feel appreciated and seen for their values while also supporting genuine ESG goals.
Why traditional corporate gifting often falls short —
Despite good intentions, traditional corporate gifting often sends mixed messages. Mass-produced, low-value gifts can feel wasteful and impersonal. A logo mug handed out at Christmas may tick a box, but it rarely makes someone feel recognised. Research shows that 56% of professionals admit to throwing corporate swag away. That raises questions about environmental impact, and it also points to a missed opportunity. When gifts do not reflect a company’s stated values or the people receiving them, they can quietly diminish trust rather than build it.
Recognition does not have to mean a big budget —
Many business leaders want to invest in their employees and clients, but the idea that meaningful recognition requires a large budget still holds them back. The most effective rewards do not need to be the most expensive. They need thought behind them. Gallup research shows that employees who feel genuinely recognised are more engaged, more productive, and more likely to stay, particularly when recognition feels personal and timely.
When gifting lines up with company values, people take notice. Not only the person receiving the gift, but also the colleagues around them. A gift stops being a routine Christmas or work anniversary gesture and becomes a moment that says something about the organisation. That is when trust grows, and people feel more proud of where they work. The contrast between a generic gift card and a personalised piece of artwork or voucher for a cooking class is often stark.
Intention matters —
This is not about being perfect or spending more money. It is about being thoughtful. Before giving a gift, employers should ask simple questions. Would I want this myself? Does it feel considered? Does it reflect what we say we care about? When those answers line up, even small choices can carry far more meaning than larger gestures that miss the mark.
As expectations around values continue to rise, people are paying closer attention to how businesses show appreciation. Gifting is part of that picture. Companies that get it right do more than reward people. They build trust and connection over time. When values matter, the way an organisation recognises people becomes one of the clearest ways to show it means what it says.
This piece first appeared in the Q1 2026 edition of Business Quarter magazine. Click here to read.
Louise Doyle is Co-Founder of needi.
