According to recent global engagement studies, approximately only 13% of the global workforce is highly engaged. More importantly, according to a recent Gallup study, only 1 out of 3 workers in the United States strongly agree that they have received recognition or praise for doing good work in the past week.
One of the biggest reasons employee engagement is so low is because there is such a lack of recognition, feedback and praise from senior leaders for the majority of those employees who do good work. If you think about it, right now at almost any given company, it is common for employees to feel that their best efforts and contributions are going unnoticed!
Senior leaders must remember that if they don’t recognize their talent, they are missing the opportunity to tap into their discretionary energy. If a senior leader needs a bottom line reason, employees who do not feel adequately recognized are more than twice as likely to quit within the next year.
In my experience the best senior leaders understand the huge opportunity of linking engagement and performance. Said differently, the vast majority of senior leaders might be missing one of the greatest opportunities that they have to drive sustained performance.
Recognition and feedback on performance gets ROI when done from any leader, however, the ROI is significantly greater when this recognition and feedback comes from senior leaders. My belief is that the most effective recognition is authentic and personalized to each individual. The key for leaders is to know what makes it meaningful and significant for the employee.
Senior leaders have a powerful tool at their disposal that the majority are not leveraging. This tool is recognition and feedback, as employees will remember personal feedback from a senior leader. Senior leaders can invest a small amount of time providing recognition and appreciation which can produce a significant and lasting positive impact on an employee’s performance.
If you think about it, acknowledgment and feedback from a C-level leader can be a career highlight for a talented employee.
If you are a senior leader and you want employee engagement then you go first!read more
“I’ve learned that people will forget what you said, people will forget what you did, but people will never forget how you made them feel.” — Maya Angelou
The quote above is powerful and rings true for every person, from every culture, on every continent, in every aspect of their life from business, to family, to social interactions, to customer experiences.
That is why organizations must learn to create exceptional experiences for their people from the inside out. Creating organization alignment and engagement internally will create exceptional experiences externally for your customers.
Exceptional experiences go beyond telling someone they are valued and appreciated, you must make your people feel valued with your actions in order to keep their discretionary energy and loyalty. The same goes for your customer experience. If you simply tell your customers that you value their business but you provide them with terrible service, they aren’t likely to return.
In order to make your people feel valued, appreciated, recognized and rewarded for their loyalty and performance achievement you need an engagement solution that is highly personalized and customizedspecifically for them. Check out a few of our suggestions here.
One size fits one when it comes to organizational engagement.
Your leaders, employees, customers and sales partners all want to be recognized and rewarded differently. It’s challenging to engage all of your channel partners uniquely the way they want to be engaged, while having a seamless administrative program. We’ve got a few options for you here.
When you give your people the personalized recognition they deserve, you will make them feel engaged, enabled and motivated to serve your customers. And when you recognize your customers with great service and unique rewards, that leads to more sales, greater loyalty, and more positive referrals!
A personalized, customized engagement program will align your people throughout the organization from your leaders, employees, customers and sales partners!read more
There is not a lack of motivation in the workplace, there is a lack of development. We often blame poor employee engagement on a lack of motivation from employees. However, employees consistently tell us that to feel more engaged in the workplace they want skills, training and experience that will help them grow and make them more marketable now and in the future.
Here are a few ways you can develop your employees to increase their engagement and loyalty:
1- Provide them with skills and training and experience with your eLearning program. Tip: make sure your eLearning program is mobile capable so they can learn on-demand, in-time, and when it’s convenient for them.
2- Provide them with hands-on experience. Give them projects and challenges that will give them tangible, hands on experience to practice their skills and grow their problem solving abilities.
3- Provide them with growth opportunities. Give them a chance to shadow their superiors and learn about different roles in the organization. Provide them with ongoing learning, advanced training and support so that they can grow within the organization, otherwise they will grow someplace else.
4- Give them knowledge and coaching about how they can succeed within the organization. Make sure they know your organizational culture and values. Be transparent about expectations and the direction they are headed so that they feel respected and valued.
When you invest in the development of your employees by giving them learning opportunities and coaching, they will feel enabled to do their job, and will be motivated to create an incredible experience both internally with their colleagues and externally for your customers.read more