When it comes to business success, engaged employees perform 20 percent better and are 87 percent less likely to leave an organization. As more employers start to understand the power of engagement, we see businesses strive to achieve a powerful trifecta composed of senior leadership, managers and employees who align to achieve bottom line goals.
In a recent Forbes article, How To Succeed At Real-Time Talent Alignment, Meghan Biro comments that to achieve alignment, “Ideally, your recruiting process should be linked to leadership, culture and the on-boarding process. How you bring a new employee on board will determine whether or not you keep them for more than 18 months.” She’s right. This cohesion is essential to recruiting and retaining top talent; but how exactly can employers achieve this alignment? The key is recognition. Not only does recognition make employees feel valued, but employers who inspire their employees with meaningful recognition drive alignment and perform better in the marketplace.
Biro highlighted four opportunities that every employer can seize to drive real-time talent alignment. Here, we’ll show you how recognition plays into these scenarios to ensure engagement and alignment across the organization.
Get to know your employees.
Employee recognition is the spark that gets it all going. It fulfills our intrinsic need to achieve, and motivates us because of our inherent desires for acceptance and belonging. Encourage managers and leadership to get to know the people on their teams and what motivates them, and recognize them for their accomplishments. This will build trust and loyalty among your organization and ultimately drive alignment.
Be prepared to make changes fast.
Here, Biro discusses the importance of equipping employees to achieve and being prepared to gracefully offboard them if they don’t. To ensure that top talent live up to their potential and that their performance meets your expectations, recognize employees for living your core values to create a culture of alignment and reinforces the right behaviors for your company. Make sure employees understand what behaviors are measured and why. If you reinforce desired behaviors with positive feedback, they will be repeated.
Don’t hire a resume, hire a human.
When filling leadership positions, many companies have a habit of taking their best performers and creating the worst managers. Before you fill a management role, consider what types of skills this position requires beyond the list of qualifications. Does this person have coaching skills, recognition experience and a track record of success working with a team? Evaluate how you can equip your leadership with the recognition tools they need to be great coaches and ensure alignment.
Hire ahead of need.
The number of available jobs is on the rise, but the US economy will also suffer a shortfall of six million skilled workers this year. By next year, 60 percent of new jobs will require skills held by only 20 percent of the population. Plan ahead and attract top candidates in this war for talent by promoting a culture that is rooted in recognition, engagement and alignment.
Interested in learning more about how recognition is crucial to real-time talent alignment? Download our Ultimate Guide to Employee Recognition to learn tips and strategies you can implement today.
Lockwood, Nancy R. “Leveraging Employee Engagement for Competitive Advantage: HR’s Strategic Role.” HRMagazine Mar.2007: 1-11. SearchSpot. ABI/INFORM Global (PQ). Web. 8 Apr 2013.