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Recognition: The MVP of Employee Engagement

No longer a specialist relief pitcher called in to face a tough hitter, or a rarely used bench player padding stats in garbage time, employee recognition has become a widely recognized superstar when it comes to driving employee engagement. And with only 41% of employees recognized at their desired frequency, and 60% feeling their managers don’t recognize them in the moment, a huge opportunity exists for your business to leverage recognition to engage your employees.

While there are a variety of ways to help create an engaged workforce, many experts, including AON Hewitt and the Harvard Business Review, believe that recognition is the most important pillar of any employee engagement program. As Meghan M. Biro states in her new eBook Recognition Culture: The MVP of Employee Experience, “Be it bonuses, awards, rewards, a virtual gold star, or a simple shout out on social media, fostering a culture of recognition drives higher levels of engagement, which translates into improved performance and better results.”

With the shifting dynamics and demographics in the contemporary workplace (millennials now outnumber baby boomers and the economy is reaching “full employment”) there is a greater emphasis on the individual. Accordingly, employee recognition should follow suit and be relevant to the person receiving it.

Gone are the days of the monolithic approach to recognition, in which employees were only recognized once a year during a performance review, with little news of their accomplishments reaching the greater organization or even worse, once every five or ten years with a “Years of Service” award. Replacing this approach with one focused on recognizing and rewarding people frequently with meaning and specificity has become critical in creating a true culture of employee recognition. And it follows that the more frequent the recognition the higher the employee engagement.

The Impact of Recognition: Is It Real?

Recognition as a philosophy is one thing, but does it have quantifiable value when put into practice? Horizon Blue Shield Blue Cross of New Jersey thinks so. In 2013, they implemented their Step It Up employee recognition program (hosted on Achievers recognition and engagement platform) across their four business locations in the hopes of increasing employee engagement. By year’s end, 90% of employees had joined the platform, with executives leading the way by being amongst the most active users. All of this activity contributed to:

  • 6 percent increase in its overall engagement scores
  • 14 percent improvement in engagement survey results related to recognition
  • 97 percent activation rate for its Step It Up Employee Recognition Program

The Step It Up program is still in frequent use today, with executives continuing to lead the recognition charge.

What You’ll Learn

Instituting a company-wide recognition program that encourages frequent peer-to-peer recognition regardless of title or department can be a game changer. In her new eBook, Meghan M. Biro provides the reasons why employee recognition is the most valuable tool for creating a culture of engagement and explains how tying recognition to core company values can ensure repetition through reinforcement – and have a positive impact on key business metrics including productivity, innovation, retention, and customer satisfaction.

If any of these business objectives mentioned are important to you, then it is time to consider implementing a strategic recognition program. But what should you look for when deciding on the best platform for it? To find out the answer to that question and more, download Meghan M. Biro’s latest eBook Recognition Culture: The MVP of Employee Engagement.

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About the Author

Iain FerreiraIain Ferreira is the Content Marketing Manager at Achievers. He lives in San Francisco. You can view his Linkedin profile here.

 

 

 

 

Employee Engagement Summit 2017

Achievers at Europe’s Largest Employee Engagement Summit: London, April 20

According to Gallup, companies with a highly engaged workforce outperform their peers by 147% in earnings per share. Yet, even with more evidence stressing its importance, the state of engagement in the UK remains low, with only around a third of workers being highly engaged. As a consequence, productivity continues to lag nearly 20% behind that of other G7 countries. It’s no surprise then that engaging employees and promoting positive workplace culture are both high priorities for business leaders throughout the UK.

Join hundreds of HR executives, practitioners and thought leaders at the Employee Engagement Summit 2017, a one-day event to focus on employee engagement and come away with practical advice and solutions for implementing, or improving, your own employee engagement programs.

The third Employee Engagement Summit to be held at the Victoria Park Plaza in Central London on 20th April 2017 promises to be the biggest and best yet – with Chief Executive plenary keynotes, 45 speakers, 500 delegates, 2 seminar rooms, world-class case studies and round-table sessions.

An exciting, varied and packed agenda to include the following topic streams:

  • Employee & Customer Engagement, Links to Performance & Profitability
  • Internal Communications and Voice of the Employee
  • Learning & Development
  • Evolution of Work
  • Future of Work
  • Strategy & Leadership
  • Transformation & Change Management
  • Reward & Wellbeing

Come along and visit the Achievers team – our stand is located right near the refreshments so grab a coffee and head over for a chat or a demo – we even have some exciting giveaways!

With an opening keynote from former employment relations minister Jo Swinson and an enticing plethora of case study presentations from iconic brands such as Harrods, Heathrow, Thomson Reuters, the BBC, Vodafone, Nationwide, Grant Thornton, The Civil Service, John Lewis, NHS, the Co-op and many more, delegates at the Summit will have plenty to sink their teeth into. The 2017 Summit will also include delegate friendly interactive polling technology designed to encourage networking and full immersion into the day’s proceedings. It’s an event not to be missed!

Achievers own Denise Willett, Senior Director, Achievers EMEA, will be taking the stage in Hall 1 at 11:30am-11:50am for her speaking session Using Recognition to Drive Business Performance. In her session, Denise will explain why employee engagement is more important – and harder to achieve – than ever before, and demonstrate the powerful link between recognition and engagement. Using client examples, she will share valuable insights into how recognition can be used to align employees with the corporate values and business goals that impact bottom-line results.

Want to arrange a prescheduled meeting with Achievers at the show?
Please contact Mark Baldwin to organize a prescheduled meeting.
Email: mark.baldwin@achievers.com
Telephone: +44 (0)7791 510037

For more information, visit the Employee Engagement Summit website. And make sure to follow @Achievers on Twitter to stay updated on event happenings.

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About the Author
Ruth Chapman
As a recent addition to the marketing team at Achievers EMEA, Ruth Chapman is focused on growing awareness of the Achievers brand in the UK and wider EMEA marketplace. It is her mission to communicate the success that our corporate employee engagement and recognition platform is driving for our clients.

 

 

 

Desire for Social Recognition

Why Employees Love Social Recognition

A business isn’t anything without its employees. So in order for your business to be successful in the long term, you have to ensure your employees are consistently performing at their best. How do you do that? By focusing on employee engagement. According to Gallup, “Companies with engaged employees outperform those without by 202 percent.”

But how can you move the needle on employee engagement? One of the best and most effective ways is through employee recognition programs. In fact, according to a survey conducted by the Harvard Business Review, recognition given to top performers was the most impactful driver of employee engagement. Social recognition, in particular, is a fun and easy way to quickly show employee appreciation and boost employee engagement.

More recognitions = higher employee engagement

Employees experience an increase in job satisfaction from rewards and recognition, and it’s important they come from peers as well as supervisors. As noted in our recently published eBook, The Case for Employee Recognition, 71% of employees rank employee engagement as very important to achieving overall organizational success and 72% rank recognition given for high performers as having a significant impact on employee engagement. Furthermore, the report shows there is a negative correlation between the effectiveness of a recognition program and employee turnover rates – meaning employee recognition not only boosts employee engagement but reduces turnover rates as well.

Rewards and recognition create a positive workplace culture

A recent SHRM study noted that employees consider “culture and connection” to be a major contributing factor to employee job satisfaction. In recent years it has become widely accepted that implementing a robust rewards and recognition program is one of the top means of fostering a positive workplace culture, and one that promotes mutual respect and employee appreciation. In fact, a 2015 Cornell University research review noted that, “41 percent of the variation in employee engagement is attributable to the strength of recognition an employee receives,” and that 42 percent of companies with recognition programs include a social peer-to-peer component. In the conclusion of the study, the author states: “Recognition programs are becoming powerful avenues for exerting positive change in the workplace. What was once a nice-to-have practice is becoming a driver for improving employee engagement and a host of other factors that impact the bottom line, when properly executed. By making the programs strategic, leveraging peer-to-peer recognition, and garnering top executive buy-in, companies can maximize their return on investment on these programs.”

Social media is second nature

By 2025, millennials will make up 75 percent of the workforce, and they are accustomed to spending a big chunk of their time on social media. Giving and receiving positive reinforcement by way of social recognition is fun and natural to them. Social recognitions are not viewed as tasks or something they need to check off the “to-do” list, but an instinctive way to communicate with their peers and to showcase each other’s accomplishments. Social recognition has become an invaluable piece of the puzzle when it comes to initiating and sustaining an effective rewards and recognition program.

With 70 percent of U.S. workers not engaged at work, it is imperative for businesses to focus on employee engagement; and kicking off an employee recognition program is the logical first step. Through recognition, employees will feel more appreciated and, in return, be more productive. 77 percent of employees even stated they would work harder if they felt better recognized. As the Cornell report states, “What was once a nice-to-have practice is becoming a driver for improving employee engagement.”

To learn more about how your human resources department can establish a successful employee recognition program, download our 2016 Buyer’s Guide to Social Recognition.

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Employee Engagement Program

Get Executive Support for your Engagement Program in Three Easy Steps

Have you ever tried putting together a piece of IKEA furniture without the instructions? It’s a nightmare. Sure it’s doable, but it’s also complicated, frustrating and leaves you with a lot of anxiety any time a guest takes a seat in that chair. (Not to mention all of the “just-in-case” Allen Keys you have to keep on hand.)

Same goes for an engagement strategy without senior leadership buy-in. While it’s possible, empowering and motivating your workforce is a lot more difficult without support from your leadership. Senior leaders can help a recognition program boost your financial gains and in fact, when senior leaders are actively involved in an employee recognition program, companies are nine times more likely to have strong business results. Get executive support for your engagement program by following these three easy steps. Read more →