How Workplace Satisfaction Effects Organizational Success

How Workplace Satisfaction Effects Organizational Success

According to a recent survey from a sample of Science, Technology, Engineering and Math (STEM) careers regarding the benefits and challenges employees face in the workplace, over 54% said they were highly satisfied and engaged in their career (WITI and 451 Research, 2017)!  Although this number is higher than the average (about 30% engagement), that still leaves another 46% of STEM employees who are not highly satisfied in their careers, which means that organizations are missing out on opportunities for their employees to excel in their roles.

 

The Importance of Development for Employee Satisfaction

Another interesting statistic arose in the survey that nearly 70% of respondents said ‘opportunity’ was an important factor in their professional advancement.  This reinforced the idea that employees don’t want to stay stationary in their roles, they want skills and opportunity that make them more marketable to grow their careers and personal/professional development.  Respondents even reported that when given these opportunities, it impacted their success significantly.  This clearly shows that when employers invest in their employees’ development and give them opportunities to grow, their success will improve, which typically means more productivity, innovation and profit for the organization.  Read more about why we believe There is Not a Lack of Motivation in the Workplace, There is a Lack of Development.

When your employees are successful, your organization is successful!

The Impact of Recognition on Career Fulfillment

Respondents also cited that recognition from management and career advancement were at the top of those opportunities that made an impact on their fulfillment.  When your employees are happy and fulfilled, they are more likely to give you their discretionary energy, motivation and engagement to fulfill the goals and values of your organization, and successfully serve both your internal and external customers.  And when they are recognized (and rewarded) for their positive behaviours, this has a further positive impact on their success and your business success.  Read more about why you should Celebrate Your Employees’ Uniqueness with Personalized Rewards and Recognition.

 

If You’re Not Learning, You’re Not Growing

Among those challenges and inhibitors reported in the survey, lack of opportunity for promotion was listed as a factor from ALL respondents.  About one fifth of respondents cited a lack of job skills as an inhibitor for their careers, which supports the need for on the job training and learning to help improve overall career satisfaction.  Read more about Learning, Change and Growth here.

 

As an employee, what factors do you use to measure your career fulfillment and success?  Share in the comments below.

If you are a leader or manager, what do you do to develop and recognize your employees so that they feel fulfilled in your organization?

For more information on implementing a learning and/or recognition program in your organization check out our global, in-language offerings here.

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What You Need to Know About Building the Best Total Recognition Program

What You Need to Know About Building the Best Total Recognition Program

Each organization will have unique goals and objectives they strive towards to create the best work environment for their employees and drive the most profits!   If you are tasked with motivating and engaging your employees to meet these business goals and objectives, you’re going to want a recognition program that is custom built specifically to motivate and engage your employees to achieve these unique goals and create an engaging workplace and exceptional customer experiences.

Keeping this in mind, we have gathered up some of our best tips for you to consider when building a total employee recognition program for your organization.

  1. Set Expectations

You never want to pollute the winner’s circle with losers.  What I mean by this is, it’s important to distinguish the behaviours and actions that garner recognition within your organization, and not water down your recognition.  This will reinforce those positive behaviours that contribute to reaching your unique goals and objectives and will drive and motivate employees to continuously improve their performance.  When you set great expectations for your employees, they will feel challenged, motivated and strive to do their best.

  1. Motivate Your People with What They Want

It’s important to have a wide variety of rewards to recognize your employees with.   When it comes to recognition, one size does not fit all.  Rewards that motivate one person, will be different than those that motivate another.   Some employees might want to save their points for bigger ticket items, while others might want to redeem immediately for gift cards, music downloads and in the moment rewards.  For example, GES’s virtually unlimited reward options include awards, event tickets, gift cards, lifestyle products, music, travel, wellness products and charitable donations.  We recently blogged about our most redeemed rewards – check out The Goodies Your Employees Want here.

  1. Make it Personalized

Along with having a wide variety of reward options like mentioned above, you also want to personalize your recognition for each employee.  We often underestimate the value of a personalized thank you, or personalized recognition of an employee in front of their peers.  Many employees reported that they had not been personally acknowledged for their contribution by their direct manager or peers.  It’s a simple concept that can make a huge difference for your work culture.

  1. Utilize Both Monetary and Non-Monetary Recognition

Hand in hand with having vast reward choice and personalized recognition, you want to utilize a combination of both monetary and non-monetary recognition to reward your employees.  When you build a culture of recognition, you should be practicing it with your employees at every touch point.  Not every behaviour might garner a monetary reward, but surely if you see a positive behaviour occurring, as a leader, it is your job to recognize that person in the moment.  There is much to be said about the power of positive recognition in the workplace, which should include both a formal monetary/points based reward program and verbal/written recognition from their leaders. Read more about the Power of Appreciation here.

  1. Encourage Peer-to-Peer Recognition

If you truly want to create a deep recognition culture in your organization, your leaders should also encourage their employees to recognize each other, day to day and moment to moment.  You can incorporate peer-to-peer recognition into your formal recognition program by allowing peers to recognize each other with smaller monetary values throughout the year, or even just encouraging them to acknowledge each other on your internal communications boards.  For example, GES’s total recognition programs incorporates a private social media feed where employees can congratulate each other on milestones, a job well done, etc. This really reinforces that your company places a high value on recognizing the positive behaviours of your employees.

  1. Incorporate a Learn and Earn Environment

Learning is consistently proven to be one of the key drivers of employee engagement.  Your employees want to feel like they are continuously growing and achieving higher levels of performance.  You can encourage this growth and development (which leads to better service internally and externally), by creating a learn and earn environment, whereby your employees are rewarded with points in your recognition program for completing learning and development programs.  For example, GES’s eLearning and Recognition programs synch seamlessly, and you can recognize and reward your employees for their learning achievements.  Here are some more good tips on how you can use learning and development to engage and motivate your employees.

Learn more about how GES’s Global Total Recognition Solutions help you create a customized program that is culturally relevant (delivered globally), personalized, completely supported by our staff (less admin headaches for your team), and completely mobile friendly (for in time recognition).  If you’d like to hear more about how we can help you reach your recognition goals in 2018, get in touch at jenn@globalengagementsolutions.com or book a 15-minute call in my calendar here.

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How to Convince Leadership You Need a Learning Program

How to Convince Leadership You Need a Learning Program

There’s no doubt that organizations who focus on developing their people have much more favourable outcomes when it comes to employee engagement and customer service.  This is because developed employees are enabled to serve their internal and external customers and they also feel more empowered and motivated when performing their jobs.  Read more about this Proven Way to Create Exceptional Customer Experiences.

According to our friends at OfficeVibe, 41% of employees care most about having the opportunity to learn and grow within their organization (OfficeVibe, 2017).

If your organization meets any of these criteria below, you’re likely in a position to benefit from a learning and development program:

  • Your employee engagement is low.
  • You have high turnover.  “51% of workers are looking to leave their current jobs”
  • Your customer service is lacking.  “Highly engaged businesses see a 10% increase in customer ratings”
  • Sales are lagging.  “Highly engaged businesses see a 20% increase in sales”

(Stats from OfficeVibe, 2017)

Why it works:

A Culture of Learning Leads to a Culture of Engagement

In our experience, the organizations that create a culture of learning and the dialogue that comes from this learning, are the most innovative. If you are not learning and growing, you certainly are not getting better as an organization, division, work group or individual.

Giving your people skills that are not only relevant to their job and the organization, but also make them more marketable, a) motivates them and b) enables their success, resulting in them being engaged.  Engaged employees do the right thing, at the right time, in the right way, for the right reasons, even when nobody is looking.

The key to intense employee engagement is to create a culture where leaders are held accountable for developing others and providing them with skills to learn and grow.  For example, GES’s layered learning programs have proven to enable associates with an entirely new set of skills and competencies, adding to their tool kits – seamlessly.

When organizational leaders focus on providing meaningful work, the right skills and development, employee engagement always improves!

Learning and development opportunities are consistently proven to be the top drivers of employee engagement. Your talent does not want to stay stationary.

When your talent knows that you are investing in their learning and development by enabling them with new skills and competencies, they are far more likely to give you their discretionary energy.    When you give them career opportunities that make them more marketable NOW and opportunities for growth in the future, they feel visible and valued, which translates into giving you their energy and loyalty.

Find out more about Why GES’s eLearning Solution Works hereFor more information on implementing a Learning program in your organization, get in touch with me at jenn@globalengagementsolutions.com or book a 15 minute call in my calendar here.

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