Blog van Andy Nelson op gethppy.com. Waardering geven en erkenning krijgen, daar worden organisaties echt beter van!
Celebrate Your Employees: Employee Recognition At Its Best
Most of us can probably agree that we like to feel appreciated. We feel good when friends, family members, significant others, employers, or even strangers recognize our accomplishments. Research shows that it can be better to express gratitude than to receive recognition. There is good reason for a business to invest in the work of gratitude. People who express gratitude more often display these qualities:
Improved physical health and mental health
More prosocial behaviors
Better sleep patterns
Increased resilience
Not only do recognition and gratitude have positive impacts on the health and well-being of employees, they can also increase engagement. Companies who have employee recognition programs have engagement levels over 71% higher than companies without recognition programs. The programs motivate employees and boost satisfaction.
In fact, it doesn’t take much to see results. Companies who spend at least 1% of their payroll budget to celebrate employees see employee engagement increase by 85%. They also find that when they spend on employee recognition their turnover rates are 31% lower than companies without programs.
Those numbers may be surprising, but they beg the question, how is your employee recognition program?
Aspects to avoid
By some estimates, 89% of senior managers feel they their company is good at recognizing employees, while only 70% of the employees at those companies feel the same.
A successful employee recognition program may not be as easy as it seems. Many companies have tried and failed to implement effective recognition programs based on many of these factors.
Not committing – For employee recognitions to be successful all managers and leaders need to be on board to actively and fully participate.
Leaving people out – Sometimes there is a downside to recognizing one employee. Other employees can interpret this to mean that they are not doing well. These feelings can lead to lower engagement levels. On the other hand, only recognizing a team can lead to individuals not feeling recognition for their specific tasks on the project.
Lack of resources – Employers need to have a set of resources available to be able to provide the most effective program possible. Resources can include a book of ideas, awards, cards, and other online tips and tricks. The company also has to have the financial resources. If the program is too expensive, the company will not be able to sustain it.
Poor leadership – Effective programs need to have leaders who create a short term and long term strategy. They need to learn about new strategies for recognition and know that they are responsible for the success of the failure of the programs. Leaders also need to recognize managers and supervisors who are using the employee recognition well.
Forgetting feedback – Employers who do not have a way to measure the effectiveness of programs or do not ask for feedback from employees are not able to adapt the program to make it as successful as it could be.
Poor timing – Ideally, rewards and recognition are given as close to accomplishment as possible. Giving someone a reward months or a year later will have much less of an impact than if it were given at the moment.
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