Recognise your staff NOW
There are still a disappointingly large number of surveys being published that show that the level of employee disengagement continues to run at a high level. Even more disappointing is hearing HRM’s say “our staff are our greatest asset or resource” and then do nothing to back that statement up with any formal plan to recognise passion and discretionary effort.
In addition, Gallup and other leading consulting organisations see 2022 and post Covid as the start of “talent wars” when talent retention and attraction will be a key factor in corporate performance.
Those companies with a sound culture of appreciation strategy in place will be the clear winners.
Surveys often report that around 21% of employees are actively disengaged. That means one in five of your staff members could actually be working against you. Think about the impact that must be having on the bottom line.
Now think of 2022 where that figure is supposedly three times bigger!!
So, if you are not thinking about how to motivate, engage and inspire your staff to fire their passion to work for you, you should be asking yourself why?
A well planned and executed recognition program will deliver major business benefits such as fewer sick days, reduced staff turnover, improved productivity and great customer experience.
However, as with any organisational change being considered, it takes time to plan, deliver, review and refine. An employee recognition program may well take 12 months or more before the real benefits are experienced, so you should get started and plan your strategy now.
In order to set off in the right direction, there are several key principals to consider to make a recognition program successful. Here are three ideas to consider:
Walk the walk. A culture of appreciation has to start from the top. Without senior management ‘buy in’ and endorsement your recognition program is destined to fail.
Peer to Peer. Your staff will know their colleagues better than anyone, and they know who the star performers are. Empower them to recognise peer to peer behaviours in staff going the ‘extra mile’. Peer recognition is a powerful motivator, and with the right safeguards in place, will not be open to abuse.
Recognise often and in time. The more frequent the recognition, the greater the impact. Even more important is that the recognition should take place as close to the time the behaviour was observed as possible. Instant or close to instant recognition has been proven to be a powerful weapon in the war of engagement.
Developing a successful culture of appreciation for employee recognition that has a positive impact on the business means more than saying thank you to your employees. It’s about establishing a culture where the staff feel comfortable, confident, and care enough to share what really matters in their workplace.
In these desperate times where many people are still working remotely and are under greater strain, it is even more important to appreciate your people, as they are your ONLY competitive advantage.
Treat them well or your competitors will.
Tony Delaney, CEO, Brownie Points
