“That’s what the money is for!” Don Draper screams at his protégée Peggy Olson after she complains about not being thanked for her work, in one of the most memorable scenes from AMC’s “Mad Men”. 

Olson has just delivered a successful advertising campaign, winning her boss a prestigious award. However, frustrated at the lack of recognition, she points out that no one ever says “Thank you” for her hard work. Draper’s brutal and iconic response captures an old-school ethos that persists to this today – that salary is the only reward that matters. But is it? 

New research from Moonpig for Business suggests that failing to speak your employees’ “workplace love language” could be quietly draining talent faster than Draper can down an Old Fashioned.

Surveying 2,000 UK workers, the study found 51% of employees would be less likely to polish their CV if their employer recognised them in the way they actually prefer.

The love languages Brits prefer are surprisingly diverse. Forty per cent crave words of affirmation (“Well done!” goes a long way, it seems), 24% favour gifts (bonuses, gift vouchers, thank-you cards), 22% prize acts of service (a colleague helping with a deadline or sharing know-how), and 14% value quality time, such as one-on-ones with leaders or team socials. 

The research also uncovers striking differences in how men and women want to be valued at work. Women place a greater value on verbal recognition, with 45% liking a “good job” comment over all else, while more men prefer something tangible – like a bonus or a voucher – over warm words. 

Preferences also shift with age and seniority. Women over 40 are more likely to value practical support from colleagues (25% vs 18% under 40), suggesting that career wisdom brings a taste for teamwork over empty compliments.

Interestingly, many respondents across genders said any form of soft recognition would improve their mental health and wellbeing (50%), boost their confidence (47%), and loyalty (42%), revealing a surprisingly tangible business payoff for just a little human decency.

And yet, most bosses admit to getting this so wrong. Three-quarters of leaders confessed they could do more to recognise their staff, and more than one-third aren’t confident the recognition they do offer actually aligns with what their employees really value.

So does the fact that 40% of workers want to be told they’re doing a good job – something that costs nothing – show many businesses are overcomplicating their recognition strategies?

Though a well-timed “great work” or team lunch might be appreciated, I’d hazard that a hefty bonus or pay raise would pump someone’s tyres even more so. Indeed, a separate poll from Moonpig late last year found most employees valued financial rewards (71%) and promotions (66%) over a simple private “thank you” from their manager (65%). 

And yet, ignoring your employees’ love languages could still prove costly. In this era of heightened talent mobility, is it really worth risking not just team morale, but your best people who may, even now, be quietly updating their CVs because you couldn’t give them a few kind words and some face time?

Draper may have believed a pay cheque was thanks enough, but “Mad Men” quietly dismantled that idea the following season, when Olson finally reaches her limit and accepts an offer from a rival agency. Draper, suddenly realising what he’s about to lose, tries to persuade his top talent to stay by asking her to name her price. But the damage is done. 

Olson isn’t leaving because of the money; she’s leaving because she feels unseen. So remember: if appreciation only appears at the exit interview, you’ve already lost your Peggy.