“A short note that took little time [to write] made a lifetime difference.”
Rewarding and recognizing the right behaviors and excellent performance isn’t just a nice thing to do. Lack of employee recognition is a top reason for employees leaving an organization. With recognition we are able to engage, retain, and motivate most employees to sustain high performance. Recognition is so important to an organization’s success, it’s our ninth principle and the glue that holds all of our principles together. Recognizing others takes little time and pays great dividends.
This episode addresses questions, such as:
- How do we get recognition to stick in our organizations?
- What is the value of recognition to our employees and organizations?
- How does recognition encourage high performance?
45% of U.S. workers surveyed haven’t been recognized at work in the past 6 months or more, and 16% have never been recognized at work, research from Globoforce’s WorkHuman 2017 Survey Report finds. However, we know appreciation is one of EMPLOYEES’ top ten answers when they’re asked what they want from their leaders. Why is there a disconnect between the appreciation employees are looking for and how often leaders are providing recognition?
I'm fascinated by the concept of working more human--the idea that, when you bring more humanity, love, and social connection to the employee experience, it adds immense value to business outcomes and the workplace culture. As employees increasingly look for meaning and purpose in their work, the need for more recognition has come up time and time again as a strong indicator of employee engagement.
Rewarding and recognizing people boosts morale, increases engagement, and results in a more productive working environment. Expressing appreciation for the contribution someone has made to the organization motivates them to continue their hard work. Leaders are often concerned that rewarding and recognizing others is costly. There are a variety of ways to creatively recognize your people without blowing your budget. Here are a few ideas:
Employees are humans and humans are emotional beings. When employees are asked what they most want from their leaders, two of the top ten answers are: 1) Relationship with my leader, and 2) Appreciation for the job I do. High performing leaders across organizations know the importance of prioritizing employee recognition in a multitude of ways. They know that employee recognition increases engagement by addressing employee needs for relationship and appreciation. Additionally, they know that recognized behavior gets repeated.