In mid-August, Globoforce released the results of its first UK Workforce Mood Tracker survey, which aims to provide an insight into the mood of the UK workforce, including their attitudes and perspectives on employee engagement, recognition, and reward.
According to the survey, 64 percent of UK workers would leave their job for a company that clearly recognised their contribution and 90 percent said employee recognition motivates them to do a better job.
The survey went on to find that 86 percent of UK workers said they like to have their efforts/contributions at work recognised but that 37 percent of respondents are dissatisfied with the level of recognition they receive for doing a good job.
Now, I know times are tough and many businesses have been focusing on tactics and survival for the last few quarters/months but the survey highlights the seriousness with which UK workers regard recognition as a key motivator.
So, could a little more recognition in your workplace be the missing link that will drive increased staff satisfaction, motivation and, thus, performance in your business?
Is a bit more recognition the thing that is going to stitch your team together and get them all striving again?
In my experience, I think it might be a good place to start. After all, as social beings we all like a bit of praise and recognition from time to time.
So, isn’t it time that you started building a business environment that had recognition running through the heart of it?
Just think of the benefits:
- A team that is less concerned about punching in and punching out and more focused on helping the business move forward
- A team that spent less time being concerned about their current job or their next job and focused 100% on your customers and growing your business
- A nicer place to work and set of people to be around
Or, are you going to run the risk of doing the same thing over and over again: keep your head down and hope everything works out? What would happen if all of your competitors started to recognise their employees? How would that leave your competitive position?
Time to get started?
Thanks to seeveeaar for the image.
This article originally appeared as a column that I wrote for the Bottom Line section of The Argus, my local, Brighton newspaper.
Great article. Employees who experience a high level of enthusiasm for and involvement with their job and the company, commit to achieving organization goals through a better understanding of the business context and enhanced level of trust in leadership. Their thinking shifts from being disinterested in the well being of the enterprise to believing that management is making the right decisions for the organization and its employees – that employees have a role in the impact of those decisions, thereby increasing the level to which they feel valued and appreciated.