Employers are at a crossroads. The tactics that once helped organizations retain talent no longer apply. The pandemic has heightened changes in employer-employee dynamics as more companies navigate hybrid or fully remote workplaces, but the changes predate that.
HR departments are notoriously stuck in processes like annual reviews, town halls, onboarding meetings, and exit interviews. Organizations caught in such a cycle may have under-engaged employees who may not feel that unique individuals bring anything special to the table. As you can imagine, it can lead to job turnover. Because many employees demanded more from their employers after years of feeling invisible, like during the big resignations.
To solve this problem of declining engagement, many organizations are scrambling to create a more positive work experience through office happy hours, gym subsidies, pet allowances, and other temporary initiatives. I’m here.
Taking cues from childhood norms
From the moment you’re born, we celebrate life’s milestones and moments: birthdays, graduations, high grades, home runs with your Little League team, and more. People around you participate, and individual victories become community celebrations.
But when you go out into the world, those moments seem to fade. Most organizations only recognize professional achievements, not personal ones. Not so, but many experts come to think that progress and achievement are just part of the traditional process.
By accepting that this is how work is done, we miss out on regular recognition of the professional and personal moments, big and small, that motivate us. We seek the same humanity and recognition at work that we have had all our lives.
This is why awareness, validation and appreciation are paramount in creating a workplace where people are interested, engaged and want to come to work every day. How can an organization make milestone celebrations a higher priority?
Being Human First
The pandemic has caused many companies to become more intentional about employee engagement, retention, and acquisition. Filtering work through screens meant the lines between personal and professional life became blurred, and seeing the humanity of others quickly became the norm in the workplace.
But even with this change, not everyone feels appreciated and valued at work.
A more recent survey revealed that 18.2% of respondents said they put in more work as a result. But while an employee’s struggle for attention may lead to increased productivity in the short term, it can lead to burnout, resentment, ‘rage’, ‘quiet retirement’, and overall exhaustion. may be connected.
For companies looking to create a more positive and satisfying work environment, there are simple ways to keep employees engaged. It’s about recognizing people. The simple act of recognition can go a long way in making employees feel valued, heard, seen, and motivated to contribute and actively participate in the company’s success.
create a culture that sticks
Citizens Financial Group, one of the largest financial institutions in the United States, saw firsthand the power of implementing a modern awards program to drive engagement and retention.
Citizens understood the importance of investing in team members who nurture the customer relationships that are most critical to the organization’s success. Leaders decided that traditional methods of showing approval were outdated and highly manual. For example, sending a gift card for good work is a nice gesture, but if the delivery time is delayed, the employee loses sight of why they received the gift card.
Strategic recognition programs enable teams to build more meaningful connections with employees in near real-time, elevate experiences from one-off “well done” to a trackable timeline, and empower employees with important job and Celebrated a personal moment. .
Citizens saw more after implementing the program 168,000 recognition moments 96% of the employee base. And as your company continues to create more moments of recognition, you’ll gain a better understanding of social networking across your organization.
Balancing business goals and human needs
of annual cost With a voluntary turnover rate of $1.61 million per 1,000 employees, more responsibility for the rest of the team puts more pressure on revenue. Against the backdrop of economic uncertainty, opportunities to cut costs and avoid job turnover should not be overlooked.
Why do you think the Securities and Exchange Commission started requiring companies to report human capital metrics? Employee happiness impacts an organization’s bottom line amid a tight labor market Today, CEOs must rethink their workplace culture and invest in the people who help their businesses succeed. Employees are your most important asset, especially in times of economic turmoil, and an awards program is a strategic means to retain and develop your workforce.
Recognition solves the problems that work has created by meeting human expectations through a lifetime of celebration, celebration, and appreciation. A company’s success depends on the experience of its employees. Building a foundation for employees to improve their experience and that of their colleagues by getting more recognition can be a game changer.
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