By Rachel Nguyen
August 23, 2025
In today’s competitive job market, companies often use bonuses and rewards to boost employee morale and retention. However, a growing number of workers are expressing frustration when these gestures fall flat, sometimes sparking resentment rather than gratitude. A recent viral incident, widely discussed on social media platforms like X, has reignited debates about the effectiveness of corporate reward programs, with employees questioning, “Isn’t a bonus usually at least $100?”
The Incident That Sparked Outrage
The controversy began when an X user shared a post about receiving a $5 gift card as a “performance bonus” from their employer after exceeding quarterly targets. The post, which garnered thousands of likes and comments, included a sarcastic remark: “Wow, I can buy half a coffee with this. Should I frame it instead?” Other users chimed in, sharing similar stories of underwhelming rewards, from $10 vouchers to branded company pens. One user quipped, “My company gave us a $15 pizza party for hitting a $1M sales goal. I’m still waiting for the real bonus.”
This sentiment echoes a broader trend. A 2024 study by the Society for Human Resource Management (SHRM) found that 62% of employees feel unappreciated when bonuses or rewards fail to reflect their contributions, with 28% reporting that inadequate rewards negatively impacted their job satisfaction. The X thread highlighted a common grievance: small or tokenistic rewards can feel dismissive, especially when employees perceive their efforts as critical to company success.
Why Small Rewards Backfire
Experts argue that poorly designed reward programs can do more harm than good. Dr. Emily Chen, a workplace psychologist, explains, “Employees compare their rewards to their perceived effort and market norms. A $5 gift card after months of overtime can feel like a slap in the face, signaling that the company undervalues their work.” This perception is amplified in an era of rising inflation—where the cost of a single meal often exceeds $15—making small bonuses seem trivial.
The backlash isn’t just about the dollar amount. Employees often view rewards as a reflection of company culture. A 2025 Glassdoor survey revealed that 73% of workers value meaningful recognition over monetary rewards, preferring personalized gestures or public acknowledgment. When companies opt for generic, low-value rewards, they risk alienating staff. One X user recounted receiving a $20 Amazon voucher after a year of 60-hour workweeks, commenting, “It’s not the $20—it’s that they think that’s enough.”
Corporate Missteps and Economic Context
The disconnect between employer intentions and employee expectations is often rooted in misaligned priorities. Companies may view small rewards as cost-effective ways to show appreciation, especially in budget-constrained environments. However, in 2025, with inflation driving up living costs (the U.S. Consumer Price Index rose 2.9% year-over-year in July, per the Bureau of Labor Statistics), employees are more sensitive to rewards that fail to match their financial realities.
Some firms have faced public relations nightmares over tone-deaf reward schemes. A tech startup recently made headlines for gifting employees branded water bottles after a record-breaking quarter, prompting a viral X post: “We made them millions, and they gave us plastic. Insulting.” Such incidents can erode trust, with SHRM reporting that 19% of employees who feel undervalued are more likely to seek new employment within six months.
Lessons from Successful Reward Programs
Not all companies miss the mark. Organizations like Salesforce and Google have been praised for robust reward systems that combine monetary bonuses—often starting at $500 for significant contributions—with non-monetary recognition, such as personalized thank-you notes or extra paid time off. A 2024 Gallup study found that employees who feel valued are 23% more productive and 17% less likely to quit.
Small businesses can also get it right. A family-owned bakery in Ohio went viral on X for giving employees a $200 cash bonus and a handwritten letter after exceeding sales targets. The post, which received over 10,000 likes, read, “This is how you do it—actual money and actual appreciation.” Experts suggest that transparency about bonus criteria and alignment with employee expectations are key to avoiding backlash.
The Path Forward
For companies, the lesson is clear: rewards must be meaningful, equitable, and reflective of employee contributions. Dr. Chen advises, “If budget constraints limit monetary bonuses, consider non-financial rewards like flexible hours or professional development opportunities. But whatever you do, avoid tokenism—it’s worse than no reward at all.”
The viral X conversations underscore a broader cultural shift. Employees are increasingly vocal about workplace fairness, using platforms like X to call out practices they deem inadequate. As one user put it, “If you can’t afford a real bonus, just say thank you. Don’t insult us with a $5 coupon.”
As businesses navigate this landscape, the question remains: will they adapt to meet employee expectations, or continue to risk morale with rewards that miss the mark? For now, the $5 gift card saga serves as a cautionary tale of how good intentions can backfire in a big way.
Rachel Nguyen is a workplace trends reporter covering employee engagement and corporate culture.