We know from many studies that implementing a Culture of Appreciation that recognises employee contributions by giving real time positive feedback has an impact on employee engagement and corporate performance.
However, in a recent survey, only 16% of employees questioned said their manager appreciated their contribution through positive feedback while 20% claimed that feeling undervalued was hindering their engagement at work.
In organisations with low recognition and positive feedback there is a proven correlation between infrequent or low levels of recognition and high employee turnover, and many employees claim they left the main reason for leaving their employer was because their manger did not recognise their contribution.
Implementing a Culture of Appreciation with positive feedback is not difficult, but it needs to be thoroughly thought through, and should contain the following 5 features to maximise investment.
- Recognition and positive feedback needs to be given regularly
- Recognition should be shared with everyone in the organisation.
- Recognition should occur as close to the time a behaviour was observed for maximum impact. The longer you leave it the less it will be valued.
- Recognition should clearly relate to the behaviour observed
- Values based or tied to key behaviours. Recognition should be related to activities that are in line with the corporate values and vision.
Today more than ever, employees want to feel appreciated, respected and valued, whether they are office based, work from home, or in a hybrid situation.
If you don’t value your employees your competitors certainly will, so make sure you have a strategy in place to value your people. After all, they are your ONLY competitive advantage.
Tony Delaney, CEO Brownie Points