Workhuman named a Leader in the Group's 2026 PEAK matrix(r). Last updated August 13, 2026 Table of contents Feature lists tell you what software does today. They cannot tell you whether a platform will still be changing behavior, strengthening culture, and producing measurable value years from now. The assessment examines 29 rewards and recognition providers using a proprietary market database, provider briefings and disclosures, buyer interactions, reference interviews, and survey data. Everest Group named Workhuman(R) a Leader and positioned the company furthest along its Vision and Capability axis, which measures a provider's ability to deliver solutions successfully. The report's detailed capability assessment makes the picture even clearer. Workhuman received the highest displayed rating for: * Value delivered * Vision and strategy * Technology capability * Services capability * Innovation and investments * Overall Vision and Capability Together, those findings align with the approach Workhuman has spent more than 25 years building: recognition as a performance driver, a source of Human Intelligence(R), and a strategic system that becomes more valuable over time. Recognition is becoming a strategic workforce investment. The recognition category is changing because the expectations placed on it are changing. Everest Group describes a market moving beyond standalone engagement initiatives toward strategic workforce investments. Buyers increasingly expect recognition platforms to produce measurable business outcomes, generate workforce insights, integrate with enterprise systems, address AI governance and bias risks, and deliver consistent experiences across global and distributed workforces. This shift matters, because recognition activity is never the end goal. Business impact is. A mature recognition strategy should help an organization retain critical talent, reinforce the behaviors that advance its strategy, improve performance, strengthen relationships, and understand how work is actually getting done. The platform must make appreciation meaningful for employees while giving leaders evidence they can use. That is the larger story behind Workhuman's position in the Leaders quadrant. Value delivered is the point. Everest Group gives Workhuman the highest displayed rating for value delivered. That reflects the fundamental difference in how Workhuman approach recognition: Workhuman begin with the outcomes an organization needs to achieve, not the volume of activity a platform can generate. Recognition should always create a visible connection between contribution and purpose. At scale, those moments reinforce the work and behaviors that matter most. They can also be analyzed alongside business measures such as employee retention, productivity, safety, customer experience, and performance. The financial impact can be substantial. In a Total Economic Impact(TM) study commissioned by Workhuman, Forrester Consulting modeled $55.5M in three-year, risk-adjusted present-value benefits for a composite global organization with 50,000 employees. The model represented a 40% improvement in retention for tenured employees using Workhuman and a 42% improvement in new-hire retention. And Workhuman is the only solution to back its strategic approach with an ROI guarantee. The reason is simple: When recognition is thoughtfully designed, broadly adopted, and continuously optimized, its impact can be measured and proven. This is what leadership should look like in recognition. Not simply participation, but provable value for people and the business. Recognition data becomes Human Intelligence. Recognition data is especially valuable because people create it intentionally, in their own words, to describe real work they have observed. It is not inferred from clicks or extracted from private communications. It is human-sourced data offered for a clear purpose, making it a rich and trusted signal for responsible analysis. Everest Group specifically highlights Workhuman iQ, which analyzes recognition interactions and workforce signals to generate insights into employee engagement, collaboration, organizational culture, and burnout risk. The report also recognizes Workhuman's investments in skills mapping, organizational network analysis, leadership identification, and strategic workforce insights. The report also points to Future Leaders as another example of where that vision is going. By identifying patterns in the behaviors and contributions associated with leadership progression, Workhuman is developing a more evidence-based way to surface emerging talent and inform succession planning. This is a different role for AI. The objective is not to replace a human expression of appreciation with machine-generated language. It is to improve the quality of the human moment and interpret the trusted data that moment creates. Enterprise scale should still feel human. The breadth of Workhuman's position in the Everest Group report is also significant. Workhuman is the only provider that appears in all three of Everest Group's top-provider lists by buyer size: small, midsize, and large enterprises. Everest Group also identifies Workhuman among the top revenue providers in every major geography included in the report: North America, the United Kingdom, Continental Europe, and Asia Pacific. Finally, Workhuman is among the top providers by platform license revenue across four of the five industries evaluated, including: banking, financial services, and insurance; healthcare and pharmaceutical; hi-tech and telecom; and manufacturing. That scale is supported by the experience behind it. Everest Group highlights Workhuman's globally diversified rewards marketplace, support for both desk-based and deskless employees, mobile and offline recognition capabilities, and certified integrations with enterprise platforms including Workday, Microsoft Teams, Slack, and UKG. The goal is not scale for its own sake. It is a consistent global program that can still feel relevant, equitable, and personal to each employee. Technology creates possibility. Partnership creates lasting value. Launching a recognition program is relatively easy. Sustaining behavior change across a complex organization is much harder. In its assessment, Everest Group notes that referenced buyers value Workhuman's consulting and thought-partnership approach. Customers highlighted the company's strategic guidance, best-practice expertise, analytics capabilities, continuous innovation, and responsiveness to emerging workforce needs. That partnership is central to how Workhuman works. Its teams help organizations define the outcomes they want, build the program around those outcomes, measure what is changing, and continuously improve the experience. Leadership means delivering today while building what comes next. Of course, a leadership position is not just a point on a matrix. It reflects the ability to deliver the outcomes organizations need now while investing in the capabilities they will need next. Workhuman believe Everest Group's 2026 assessment validates both. Darcy Jacobsen Darcy is a passionate storyteller and champion of workforce transformation, human connection, and recognition-driven culture. As an author on the Workhuman blog, she loves to connect deep research insights with modern workplace dynamics to uncover what really drives engagement, belonging, and happiness at work. With a background in communications and a master's in medieval history, she brings a unique perspective to her writing, taking deep dives into all topics around organizational psychology and the science of gratitude.

Eric Mosley, founder and CEO of Workhuman, received the Visionary Leaders Award at Dublin Tech Summit, recognising his leadership in workplace technology and human connection. He was honoured at the summit's annual Leaders Dinner, which spotlighted tech leaders shaping business and technology's future. Mosley has transformed Workhuman from an employee recognition pioneer into a global AI-powered Human Intelligence platform that converts recognition into workforce insights. The company now supports over eight million employees across 180 countries, with more than 15 years of profitability and annual revenues exceeding $1 billion. His keynote at the summit explored how AI and emerging technologies can amplify human potential at work. Mosley emphasised that technology should enhance rather than replace human connection in the workplace.