How does recognition motivate

Gallup studies show employee recognition is the key factor influencing employee engagement, and therefore organizational performance. Employee recognition is the principle of social proof in action, a term pioneered by social psychology professor Robert Cialdini.

Yet, surveys by the Gallup organization every year since have found that only 1 in 3 US workers strongly agree they have received recognition or praise for doing good work in the past 7 days. Gallup consultants recommend that recognition should be given weekly in broad terms to those who deserve it — and in a timely way so the employee knows the significance of their recent achievement and to reinforce company values.

Why should you get involved in employee recognition? Firstly, because you can use the principles to great effect in your own working relationships and personal relationships. Secondly, because employee recognition has a huge communication component. Recognizing people for their good work sends an extremely powerful message to the recipient, their work team and other employees through the grapevine and formal communication channels.

Employee recognition is therefore a potent communication technique. If you are a good communicator and interested in getting a satisfying position using this skill, go to Public Relations jobs to see the latest available jobs.

Despite the unquestioned benefits arising from employee recognition, one of the mysteries of the workplace is that recognition invariably is done badly, if done at all. Managers need reinforcing and coaching.

They need a program, principles and procedures to help them apply recognition effectively within their area of responsibility. Employee recognition remains an undervalued management technique. The results can be used to prove the need for greater employee recognition. This figure is as conclusive as you could get — it resulted from interviewing 2.

The cost of a recognition system is quite small and the benefits are large when implemented effectively. Meta-analysis conducted by the Gallup Organization of the results from 10, business units in 30 industries found [a meta-analysis is the statistical analysis of results across more than one study].

These principles are timeless; further research shows they are universally consistent:. Measuring the direct impact on profitability is difficult because it is only one of many factors influencing employees in every workplace. With this being said, employee reward and recognition one of the largest missed opportunities amongst managers and leaders. Not only does it motivate your team, but it also provides them with a huge sense of accomplishment.

When employees feel truly valued for their work it will boost individual engagement and improve their loyalty to the business. Retaining members of staff is one of the biggest advantages to running a recognition and rewards programme in your workplace. It sends messages to other employees about what success really looks like. Improving the overall culture around the work environment can be achieved by good recognition programmes.

The main impact of employee recognition is that it is an essential motivation factor. This leads to a greater amount of staff retention. Although many leaders consider this to be a considerable effort, it is certainly worth investing time in.

Accordingto recent research from Office Vibe :. The significance of employee recognition cannot be ignored. There is a whole load of opportunity for you to build employee engagement and get your employees excited about work. Regular reward and recognition can help engaged employees progress even further. Whats more, they can also help to improve the motivation of disengaged employees altogether. If you start to implement a consistent recognition programme today, you might expect to see the following results:.

If your business can implement sophisticated recognition programmes you are more likely to achieve your business outcomes and improve motivation levels amongst your team. It is your responsibility as management to ensure that your employees are fulfilled and happy in their work environment.

Similarly, without them, you would have no business or livelihood! In a survey by Psychometrics, they asked what leaders could to more of to improve engagement. At the moment, employees feel as though they are not appreciated enough. The main risk to your business is that your employees will be disengaged; the cost of this is notable so you should be trying to avoid this at all times.

When your employee is disengaged you are running the risk of losing them. The actual cost of losing an employee is significant; you will have to front the cost of:.

This will cost your business a significant amount of money overall. Losing an employee will cause a significant cost to your business, but what does employee recognition cost you? As you can see the actual cost of employee recognition is much lower than that of losing an employee due to disengagement. You simply need to invest more time into a workable programme as the benefits will outweigh the costs. There are a number of ways that you can implement methods of recognition into your business.

Here are some tried and tested methods that have proved themselves very effective in the past:. You could set up an employee of the week strategy.

This recognises those who have done a particularly good job in the recent days. Whether you post a fun picture on Twitter or make an announcement in the office, this is a proven method to boost employee engagement.

In order to make recognition a true part of the business culture it needs to be embraced by all. Rather than a few. With everyone involved, it empowers you employees to acknowledge the achievements of others. This therefore encourages them to contribute to high performance levels. Plan outings or events and align them with a specific good project that has just been closed or just a way to let your team take the time off from all the stress.

Free dinner with the whole team because you can see how much everyone has been putting over time and working hard to meet a deadline. These can be planned for once a year or twice a half year and will show the team that you recognize their hard work. Because a team member has performed good in a previous project, give them an assignment that will show them that they are being acknowledged for a good job. The special assignment should preferably be an important job that usually someone from the higher hierarchy will handle or a project that will need special attention make sure that they know this.

It is no secret that employees are more engaged and feel motivated when they are given importance and included in important decision making meetings in the company. A good number of employees feel special when they have worked hard, produced results and are therefore allowed to contribute to important decision making processes in the company. Recognition is perhaps the simplest way to let your employees know that as a leader you also care about them as individuals and that you recognize their good work and are willing to let them and the team know your good work.

Thursday, November 11, Book a Demo. Sign in. Forgot your password? Get help. Password recovery. How to Write an Elite Executive Resume? What is Omnichannel Recruitment Marketing? Talent Intelligence — What is it? Oprah Winfrey spoke about this in a powerful way when she gave a commencement speech at Harvard a few years ago:. The common denominator that I found in every single interview is we want to be validated.

We want to be understood. I heard it from President Obama. What Oprah was talking about is appreciation. One of the best things you can do for the people you work with is also one of the simplest: Put down your phone, turn away from your computer, and genuinely listen to them. Tell people what you value about them. Doing this proactively — not because someone did something great or because you want something from them — is an incredibly powerful gift. It can positively affect how your colleagues feel about themselves, your relationship with them, and the culture of the team.