Every recognized national resource agrees: the statistics for employee engagement nationwide are staggering. And, not in a good way. Published average figures for employee engagement show 70% of all workers are disengaged. And, up to half that population is "actively" disengaged. This group is actually working against the stated vision of your team while continuing to accept your paychecks. I want to offer you the simplest of tools to unlock engagement in your team and employees: recognition.
What is Engagement?
First of all, I need to give you a simple definition. Employee engagement is the extent to which employees are passionate about their work, committed to the organization, and willing to put discretionary effort into their work. It is not about happiness or satisfaction; however, engaged employees report experiencing these qualities more than their disengaged peers.
"Employees identify recognition or appreciation as the number one thing they wanted in their work situations."
A lack of appreciation results in disengagement. According to the Department of Labor, 64 percent of Americans who leave their jobs say they do so because they don't feel appreciated.¹ In a survey conducted by the University of Minnesota several years ago, managers and employees were asked what people want most in a work environment. Managers ranked recognition/appreciation at number eight out of ten. Employees identified recognition/appreciation as the number one thing they wanted in their work situations.
When Recognition Backfires
For most teams, recognition may be present but is often in its negative form. In a recent client meeting, an employee said, "You can never impress, you can only disappoint." Leaders create a demoralizing environment when good work goes unnoticed. People feel valued when they believe someone is paying attention to their effort. Furthermore, they need the affirmation of appreciation for their contributions. Recognition executed well tells your team their work and lives matter.
Give Employees What They Want!
Plaques and watches may be expensive, but they don't provide the level of appreciation that encourages passion, commitment, and offering more effort than requested. Rather than give impersonal awards, try these simple keys to improve your recognition and to communicate your appreciation:
- Make it Personal: Know your employees well enough to understand what speaks to them. I like the MBA (Motivating by Appreciation) inventory developed by Dr. Paul White and Dr. Gary Chapman. The results provide insight into the employee's 'language of appreciation.' Use this information to know whether words, time, acts of service, or gifts encourage their heart. The more personal the recognition, the more powerful it is.
- Be Creative: Find out what restaurant they love and give them a gift card. Create an award based on demonstrated behaviors. I have a favorite client who recently created a recognition award based on an employee's love for a particular convenience store hot dog! That presentation created a memorable moment.
- Be Spontaneous: Do not depend on your PMR (performance management review) process for moments of recognition. As soon as you see behavior that represents your values and vision, acknowledge it.
- Be Consistent: Create a culture of recognition and appreciation. Moments do not effect lasting change, intentional processes do. (For more on that thought, read this...) David Novak authored a fable based on his experience creating this kind of culture with Yum Brands. The title of his book is O Great One: A Little Story About the Awesome Power of Recognition.
In conclusion, it's about paying attention. Know your team. When you see good work, say so! Let them know you appreciate their contributions and efforts. You will reap the benefits of a more engaged team. They will reap the benefits of a more engaged leader. In the end, everybody wins when you demonstrate appreciation!
Lead well!
Bill Perry
¹Mike Robbins, Focus on the Good Stuff: The Power of Appreciation (San Francisco: Jossey-Bass, 2000), 32.
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