Recently I had reason to review Abraham Maslow’s Hierarchy of Needs and was pleased to discover this Compensation Café article by contributing author Derek Irvine (check out Derek’s blog here – highly recommended). Maslow’s summary of needs, wants, fulfillment and self-actualization is well known and certainly relevant to employee recognition and improving employee engagement.
Last week I asked what role recognition might play in improving engagement, productivity and profitability during 2015. This year will be interesting – as Irvine points out the predictions of many that burnout will cause voluntary turnover to rise. After years of asking fewer employees to perform tasks of once-larger teams, cultivating a culture of appreciation is as important as ever.
Irvine cites an online survey of adult full-time employees from last fall to reinforce this point. When employees are appreciated for their everyday successes:
- 58% said they were more likely to have a better attitude at work
- 45% said they would be motivated to do a better job
- 32% said they would be motivated to stay with the company longer
Younger workers are even more concerned about being shown that they aren’t taken for granted:
- 33% of workers said they have resigned from a job because they didn’t feel their everyday contributions were appreciated
- 37% of workers under 40 said they’ve quit because they were underappreciated
It really is as simple as this: developing a culture of appreciation is directly linked to consistent demonstration of appreciation. Don’t just assume that employees know they are important and appreciated – demonstrate this in practical ways.
I notice you. I notice your work. I see what you do. I appreciate you for it.
Recognition programs help to solidify and establish your commitment to do just that. It takes more than raises and promotions to retain employees and engage them in your organization’s strategic objectives and ultimate success.