Recognize This! – We all have the ability to create more human workplaces for ourselves and those around us, simply by saying thank you.
Recently we released our WorkHuman Research Institute Spring 2016 report, “The ROI of Recognition in building a More Human Workplace,” assessing the attitudes and expectations of those fully employed from their workplaces today. (Be sure to tune in Thursday, April 14, for Derek Irvine’s discussion with Sharlyn Lauby of the findings of the report.
The report is quite detailed, offering “a blueprint for what practices will drive employee behavior, attitudes, and business results. Specifically, [how] employee recognition is a foundational element of building a human workplace.” To me, the greatest value in the report is in the questions it answers, which I’ve highlighted here.
Why is recognition such a foundational element for building a human workplace?
A human workplace is one that fosters a culture of recognition and appreciation while empowering individuals, strengthening relationships, and providing a clear purpose aligned with achievable goals.
Social recognition is vital for many reasons, especially for:
1. What it communicates – Recognition lets people know, “You are noticed. You and your work have value and meaning.” The research reveals the WorkHuman connection – when employees believe organization leaders care about creating a more human workplace:
· 90% say work they do has meaning and purpose
· 78% feel like opinions, voice and ideas matter to leaders
2. How it helps build relationships – The act of appreciating others naturally connects people more closely, at work and at home. In the survey, 70% of employees say recognition makes them feel emotionally connected to peers while another 70% say recognition makes them happier at home. Timeliness of the recognition matters, though. When recognized in the last month, 86% of employees say they trust one another, another 86% say they trust the boss, and 82% say they trust senior leaders. Again, the WorkHuman connection is clear – when employees believe their leaders care about creating a more human workplace:
· 93% feel they fit in and belong in the organization
· 91% say they are motivated to work hard for my organization and colleagues
3. How it boosts performance and productivity – Knowing our work is valued and appreciated by others naturally makes us want to contribute more. 79% of employees say recognition makes them work harder, and 78% say recognition makes them more productive. Interestingly, recognition also helps employees feel better equipped to handle the constant change common in today’s workplaces, which is often a detriment to productivity. When recognized in the last month, 69% of employees say they are excited or confident about change, vs. 41% saying the same who had never been recognized. What’s the WorkHuman connection? When employees believe their leaders care about creating a more human workplace, 90% say they are able to find a solution to any challenge.
Perception is reality. How our employees perceive their own recognition and their leaders’ commitment to human workplaces dramatically impacts the bottom line.
Please join Lynette P. Silva on 6/22 at 3 p.m. ET for #Nextchat: The Value of Employee Recognition.
Origianlly posted on Recognize This Blog.
Lynette P. Sliva is a Recognition Strategist, Consultant & Analyst for Globoforce.
In addition to her role as a senior recognition strategist and consultant, Lynette is also an experienced human resources and recognition researcher and analyst. She provides Globoforce’s customers with the supporting industry trends and best practices often needed to consider the many aspects of what it means to make more human, validate their social recognition strategy and approach, and achieve success. Lynette is a frequently requested speaker with a talent for engaging audiences in making work more human through the power of thanks and appreciation to drive business results. During her career, she has helped organizations spanning various industries to realize their ambitions for social recognition by conducting workshops, recognition master classes, and train-the-trainer sessions for customers including Celestica, Cadence, Baker Hughes, and Lowe’s among others. And her experience in marketing, media and analyst relations lends expertise to her consulting contributions on employee communications and training programs. Lynette holds a B.S. and M.S in History Education from Boston University.
She is on Twitter at @LynettePSilva.
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