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WHY ARE EMPLOYEES LEAVING THEIR JOBS?

Winchester

It comes down to two words: employee recognition. Several studies give us a clear snapshot of the impact of human-centered workplaces. As employees increasingly look for meaning and purpose in their work, the need for more recognition has come up time and time again as a strong indicator of employee engagement.

Sir Richard Branson, founder of Virgin Group, once said, "I have always believed that the way you treat your employees is the way they will treat your customers, and that people flourish when they are praised."

The "WorkHuman Research Institute: 2017 Survey Report" published by Globoforce revealed that people do, indeed, need frequent validation and recognition that what they do day-to-day matters in the context of the greater goals of the organization.

When asked, "When was the last time you were recognized for your contributions at work?" 45 percent of full-time employees surveyed stated they haven't been recognized in six months or more. Another 16 percent have never been recognized at work.

TINYpulse, a leader in employee engagement and feedback software, surveyed over 13,000 employees around the world and recently published the results in their "2018 Employee Recognition and Appreciation Report." Their study uncovered four noteworthy trends:

A strong relationship between recognition and the likelihood that an employee will remain at the job.
A positive link between recognition and an employee's perception of the workplace.
Recognition improves peer-to-peer relationships. Basically, when a co-worker feels appreciated and valued, they're more likely to rate their colleague with a higher score.
Recognition improves employee-supervisor relationships. Employees want to work for someone who appreciates their contributions to the organization.
Omelet, a boutique ad agency based in Los Angeles, gets right down to the heart to recognize their people. Similar to Google's 80/20 policy of yesteryear, Omelet's 60/60 Program rewards top performers with two hours per week to work on a side project, hobby, or other interest--something they're passionate about, and it doesn't ‚Äčeven have to relate to their work. Case in point, the program has led Omelet to create Save the Drop, a nonprofit water conservation campaign to address Los Angeles's ongoing, historic drought.

At SnackNation, an award-winning healthy snack delivery service, they hold a "Crush It Call" every Friday. CEO Sean Kelly explains: "Our entire team gathers around in a circle and we go around the room calling out someone whose work we want to recognize -- someone who 'crushed it' that week."

You have to let your employees know that you truly care about them as people, that you value their work and their successes. Otherwise, the very act of recognizing someone becomes disingenuous platitudes, to which people will have an adverse reaction.

So what does that look like? Simple. Managers who stay involved with what employees are doing (without micromanaging), keeping track of their wins and supporting them along their career path, give employees a high awareness of their place within the company and the value of their successes. This is when recognition is most effective and wins the hearts of employees.

 

Source: https://www.inc.com/marcel-schwantes