[aa_subtitle_display]According to a Gallup poll, the top reason that Americans leave their job is because they do not feel appreciated. That is a large contributing factor as to why 75% of organizations today have an employee recognition program, as employees are the biggest asset to your business, and we know that you just can’t afford to lose them.
While 65% of Americans reported that they received no recognition for their work in the past year, a mere 14% of organizations provide managers with the appropriate tools to actively recognize and reward employees for good work.
If these stats say anything, it’s that employee recognition is an important factor when it comes to keeping your workers happy and it is a key part of retaining top talent.
In order to keep recruiting and training costs down at your company, we know how vital it is for you to effectively create a work environment where employees feel happy and – probably above all – appreciated.
However, there are obstacles that come with employee recognition. We are bringing the most prevalent of those to your attention below.
Obstacles to Providing Effective Employee Recognition
If the recognition that your employees are receiving feels forced or less than genuine, it’s not going to be effective. It’s as simple as that. It will be obvious if managers are just doling out generic feedback in the hopes of making employees happy.
In order to make it effective, managers should cite specific examples of the good work that they are recognizing in individuals. To take it a step forward, they should tie those attributes and examples to reasons that they are important to the values and principles of the company.
The more that people are recognized for specific contributions and attributes, and the more they are able to tie that back to the overall benefit for the organization, the more likely they are to continue displaying that attribute going forward.
When employees see the same employee being recognized over and over yet feel as though they are not getting any positive feedback for their contributions, they are bound to get frustrated. It’s important to provide recognition as widely and as often as possible.
Avoid rewarding one singular person and instead, do it on a team level that can get multiple people involved and that will inspire a feeling of camaraderie.
Ensuring that managers are consistently providing feedback and recognition is the best way to make it effective. If it’s only done once a year, chances are that it’s not going to really tip the scale on the happiness and satisfaction of employees overall.
Make it a habit. Try doing it on an ongoing basis – say each week in a team meeting or every month in a one on one meeting. This will help it feel more organic, and it will begin spilling over into the day-to-day of your office.
How a PEO Can Help
When you’ve initiated an employee recognition program, a PEO is instrumental in getting it off the ground. Contact us to learn more about these programs and how a PEO can integrate it into your office culture.