Key Employee Engagement Strategy:
Give Employees Recognition, Consistently
Give employees recognition consistently and you'll be less likely to be struggling with turnover and productivity problems. And, you won't get comments like this from a real employee opinion survey I conducted years ago:
“My manager does not give much
recognition or many pats on the back. Outside of my compensation
appreciate very much) I've not heard one "Thank You" or "Good Job" from my manager in months!
Sometimes I wonder, and I'm not the only one, if he cares about what I do. I don't want to sound needy or anything, but a pat on the back every once in awhile would
go along way toward making things better."
This employee seemed hesitant to even say how important feedback was to him, but thank goodness he did. Because he's not alone.
In over four million employee interviews Gallup determined that the teams with much higher productivity and customer service scores and less turnover, rated these statements as true:
- "In the last seven days, I have received recognition or praise for doing good work."
- "My supervisor, or someone at work, seems to care about me as a person."
Their research also reveals that 70% of US workers are NOT engaged and/or committed to their work! WOW - 7 out of 10 employees are not fully there - on the job.
- Managers who focus on and manage by strengths are 86% more successful, than managers who are not.
- Positive feedback has been proven to motivate and positively drive performance. “Feelings of personal accomplishment”
and “ recognition for achievement” were revealed as top actions to
improve motivation by respected researcher Frederick Herzberg and were shared in a classic 1968 Harvard Business Review article
titled, "One More Time, How Do You Motivate Employees?"
- Your employees want and NEED regular feedback. They thrive when they receive regular
feedback and they leave when they don't!
- Four MILLION employees (10,000+ business units, in 30 different industries)
were interviewed. This research revealed that individuals who receive regular recognition
- increase their productivity,
- are more likely to stay
with an organization,
- receive higher loyalty and satisfaction scores
- have better safety records and fewer accidents on the
Don't Be This Guy!
Four Reasons Why You Don't Give Employees Recognition Consistently...
Isn't it amazing that more commitment and less turnover can start with
something so simple as recognition every week and a supervisor who
It seems obvious and doable, BUT it's not happening.
Year after year
Gallup surveys say the same thing: "large numbers of employees are not committed
to their company and/or their work." And opinion surveys come back - time after time - ranking recognition and feedback as lacking.
I believer that there are four reasons why many leaders do not give employees recognition consistently:
- 1) YOU'RE BUSY: You get so busy that you forget (or run out of time) to do the 'little' things like recognition and showing that you care. You may intend to appreciate and recognize employees, but day-to-day
demands can divide your focus. And, before you know it, six months or
more can go by without any recognition of good performance.
- 2) YOU'RE RESERVED: You might be little reserved in your personality style so you THINK
about recognition but you never get around to actually SAYING it out
- 3) YOU'RE A CRITIQUE-R: You're analytical and quality-focused, so much so that (without even realizing you're doing it) you talk more about what's not
working, than what is working.
- 4) YOUR BELIEF: You have a misguided notion
and belief that too much recognition will make people "too confident and
lazy." You may think that their pay IS their recognition. (Re-read my summary of the research to realize how "Your pay is your recognition" belief may be
hurting your own and your company's success and profitability.)
the reason there's too much information available, about how absolutely important feelings of personal accomplishment
and recognition for achievement is to performance, that you cannot logically ignore the power of employee recognition. That is IF you want high performance, low turnover and a thriving team and company! And I know you do!
"Catch your employees doing something right."
Ken Blanchard, One Minute Manager
Actions to Help You Give Employees Recognition Consistently...
Here are simple actions and tools that will help you begin to give employees recognition consistently and reap the benefits of employee engagement and commitment:
- SIMPLE ACTION: Put three pennies on your desk or in your pocket as a reminder to give employees recognition three times every day. Each time you appreciate and/or value someone's performance - move a penny to the other pocket or into your desk drawer. Start again every morning... (Remember, small efforts add up 1% a day and in 70 days, you're twice improved.)
- SURVEY: Use the steps in this article The 12 Best Employee Engagement Survey Questions... to get feedback. (Warning!! DON'T do this unless you are committed to following up and doing something about the feedback you receive - or things will get worse!)
- START YOUR OWN EMPLOYEE RECOGNITION PROGRAM: It's simple - make it your goal to create a 3 to 1 ratio with every person on your team, that is THREE "you did this right, you are a good person, etc." to every ONE "correct this".
- INSPIRATION: Are you still trying to decide whether you even want to give employees more recognition? Here's a powerful TED talk by former Kansas City Royals Pitcher Mike Robbins about the power of appreciation that will probably inspire you.
Ongoing feedback and recognition matters to your
bottom line, to your success and to the performance of every employee on
What about you? Do give employees recognition consistently? Contact us for Team Building and Wake Up Eager Leader Coaching...
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