Employee Recognition? Why do 78% of employees feel they’re not recognised?
This isn’t the blog post I intended to share today; but I was prompted by seeing 2 uplifting posts on LinkedIn this morning, both celebrating team members’ efforts. One was from the team member herself, sharing the thank you note and flowers she’d received from her general manager, the other from the GM saying a public thank you to his team.
“So what?” you may ask. Is this such a big deal?
I believe it’s all too easy whilst businesses and their teams are working so hard to get back to any kind of normality, particularly when they are struggling to recruit staff, that some of the softer elements of leadership get forgotten.
Pre pandemic I remember reading a statistic from UK research that stated that 78% of employees didn’t feel recognised! That to me is a pretty shocking – and sad – statistic.
I doubt strongly it’s any better now.
And yet employee recognition can have a massive impact on productivity, on customers’ experience, and on staff retention.
I know I’ve written about employee recognition many times before but here are 6 ideas for employee recognition and saying thank you:
- A thank you will have more impact if it’s spontaneous and in the moment; at the end of a busy shift, when you spot someone helping a colleague, when you see someone going out of their way to help the customer, whenever anyone demonstrates your values.
- Saying thank you will have far more impact if you’re specific; what are you thanking them for, what impact that has had on the team, for your customers, for the business, etc.
- Ensure your thanks extends to those beavering away behind-the-scenes. Your grounds and building maintenance teams, your housekeepers or cleaners, your finance team. All these people have an impact on your customers’ experience, either directly or indirectly, and ultimately on your business success.
- Make your thank you’s personal and appropriate for the individuals. What would they appreciate most? Public recognition? A handwritten note from you or your owner/managing director? The opportunity to leave an hour earlier to tend to a personal matter? A small token gift relevant to an interest or hobby? Apart from the last idea, none of these cost; it’s never about the money. It’s the thought that counts.
- Encourage your supervisors and line managers to show recognition. Recognition doesn’t have to be rationed, so encourage them to give this freely. Help them identify how powerful recognition can be. This, of course, starts with you and how you recognise them; be their role model!
- Recognition doesn’t just come from the top. Make it easy for team members to show recognition for one another: when a colleague has stepped in to help someone who is struggling, when another department has mucked-in to support on a big event, when someone’s made a personal sacrifice to cover sickness.
If you only do one thing, make a point of thanking every one of your team members for something this week.