This leads, almost by definition, to a perceived belief of insincerity on the part of the participants. It appears that in many of these institutions they’ve tried to communicate employee appreciation, or have provided training on “how to build a positive team,” and it has been largely done through a program-based approach. Probably the most cynical environments I’ve experienced recently are medical settings and hospitals, public schools, and government agencies. currently ), employee engagement has barely increased at all (around 30 to 33% of the workforce report they are engaged ). While the prevalence of employee recognition programs has grown tremendously (in at least 80% of all organizations in the U.S. “The people who give the awards don’t even know who I am.” “It’s just a bunch of ‘going through the motions,’” said another. “They don’t care about us they just do this recognition stuff to make themselves look good,” said one employee. When I talk with employees, front-line supervisors, and mid level managers about their companies’ efforts to improve staff morale, usually through employee recognition programs, the most common responses I get are negative: Traditional recognition programs breed cynicism and apathy and come across as a one-size-fits-all approach. Unfortunately, many managers don’t respond to this need and those who do, choose employee recognition programs. Financial compensation didn’t appear until number 8!įour out of five employees (81%) say they are motivated to work harder when their boss shows appreciation for their work. Number 2 was having a good relationship with their supervisor, and number 4 was that they had a good relationship with their colleagues. Over 200,000 global employees were studied by the Boston Consulting Group, and the top reason they reported enjoying their work was, “feeling appreciated”. Building a vibrant workplace requires a foundation of trust, respect, and honest communication.
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