An Absolute Must: Employee Recognition
To have a successful business, there are many components that lead to having a solid culture. Now, while it is important to have a model and an organizational structure designed for productivity, it is very uncommon for a majority of its manpower to feel appreciated. So, you can have a great idea, feel as though you have all of the answers, and try very hard to get the most out of your employees only to realize that you, being a part of management, have yet to maximize the potential working with you. At the end of the day, you know that more production would make a tremendous difference in your leadership style and in the overall productivity in your department or organization as a whole.
It would be wise for managers to learn to utilize tools that would increase morale and output simultaneously. It is not unusual for companies to begin to invest in research and development while spending an exorbitant amount of their budgets on wasteful nonsense. Some leaders bring in gurus and teams who guarantee change and improvements with their large binders and useless manuals full of saying the same thing in a different way while not recognizing that there is not one smidge of improvement in morale.
Most leaders are prematurely wasting large amounts of money on how to improve the culture when a simple solution is staring you right in the face. The simple solution being employee recognition. Employee recognition is a moment in time, planned or otherwise, formally or informally expressing appreciation for a team or individual’s success or behavior that promotes the ideals and values of the company’s that exceeds the norm. Accepting this, we must assess why a company with a quality employee recognition program whose management is serious about recognizing its employees is more productive and efficient than those who restrict their appreciation and whose employees feel as though recognition is nonexistent.
While it is important to establish a highly respected workplace culture, as a priority, any respected leader must establish peer to peer recognition programs. Surprisingly, around 75% of organizations do have in place some sort of recognition program despite having around 58% of their employees thinking that their respective companies have one in place (Bersin by Deloitte, The State of Employee Recognition, 2012). Overall, it has been confirmed through research that 41% of organizations who utilize peer-to-peer recognition have seen significant increases in customer satisfaction. (SHRM/Globoforce Employee Recognition Survey, 2012).
Generally speaking, managers have to determine how to track an individual’s performance as to how it is in alignment with corporate objectives. According to the Aberdeen Group, if you can in effectively chart useful interactions and recognition, this would in turn reconcile employee efforts and business objectives that will in turn improve the overall productivity and efficiency of the business. Statistics show of all companies deemed Best-in-Class, 43% have access to measurables on efforts to recognize its employees, compared to 18% of all others.” (Aberdeen Group, The Power of Employee Recognition, 2013). This shows how needed peer recognition programs are and shows how effective they can be.
Organizations with tactical peer recognition programs reveal around 28.6% lower frustration than those without these programs in place. (SHRM/Globoforce Employee Recognition Survey, 2012). To take it a step further, anybody with good sense would love to be happy at work all of the time. When you have employees that are looking forward to coming to work and feeling appreciated at the same time, the workplace culture is solid! Your peer influencers will keep the workplace culture intact, and the followers will typically yield a minimal amount of unhappiness.
In reference to budgets, when a company prioritizes peer recognition and allocates 1% or more of overall payroll on employee recognition, 85% of companies see a positive impact on employee engagement (SHRM/Globoforce Employee Recognition Survey, 2012). This statistic is dumbfounding! If this is all that it takes, I am in shock that not more companies make employee recognition a priority. As we have discussed, there are about 75% of companies that have such programs, but you have to wonder why so few employees are aware of the programs. This is very simple to do, and any organization would be negligent to not designate such a small amount of revenue to the workforce especially when it will have such a tremendous impact on the bottom line, not to mention employee morale.
According to Psychometrics, when using employee feedback tools and asking what could employers do more of to improve employee interaction, 58% responded by giving recognition (A Study of Employee Engagement in the Canadian Workplace 2010). We must acknowledge that being receptive to employee feedback is one the most effective tools in improving overall comradery in any organization. Employees really want to not only feel appreciated, but the acknowledgement of their superiors viewing them as vital does wonders. Employees want to work, but they want to work where they can do more than mere labor. Thy want to contribute in the processes of how they get their jobs done. By recognizing the influencers and supporting the less boisterous, and by that I mean to find a way to recognize your silent workers, you, as a manger will be viewed in high honor by your entire team.
What works most often are employee perks. Imagine if you were to provide occasional food & snacks; commuter benefits assisting with their transportation; or work-from-home days. Research done by EBRI says that 78% of respondents confirmed that employee benefits are either very or extremely important when deciding to accept a job offer. In fact, it is suggested that a 15% improvement in peer to peer interaction can result in a 2% increase in the overall profit margin. This statistic falls right in line with employee feedback. If you as a manger ever experience a 2% increase in overall profit, it would be imperative to study the impact of employee feedback and share this information and how it impacted the bottom line.
Hence, agreeing to have 24-hour employee feedback tools available allows your employees to feel that their ideas are welcome to where it will give the feeling of a true partnership. The feeling of being a partner would make anybody take personal ownership and pride in their job. The highly successful managers want this type of employee on their teams and to be included in their organizations.
Employee Feedback Tools
Nectar HR has rolled out an intuitive employee feedback system that HR reps can set up in 10 minutes for the entire year. Pulse surveys can send out quick feedback and measure employee metrics quickly as well as employee Net Promotor Scores.
Peer Recognition programs are in the best interest of management as in trying to get the most out of their employees. In addition, employee perks definitely help in not only in the hiring decisions of some but also in the retention of others. Peer to peer recognition programs can vary by department, depending on the size of the organization, however, the important point is to have recognition as a mainstay in and across the board. The results show that peer recognition can go a long way. Recognize your employees if you want real results in your business.
Build a culture people are proud of without breaking the bank