Employees think recognition gestures are empty in the workplace
Because of this, annual Christmas parties to toast the year’s accomplishments and giving away company merchandise have become commonplace in many workplaces.
Today, companies may even have something up their sleeve for Employee Appreciation Day.
But as it turns out, companies are potentially wasting both their time and money because many workers see these gestures as empty.
HR specialist OC Tanner surveyed over 36,000 employees and managers in 20 countries including the UK, US and China for its Global Culture Report and found that 43% of employees worldwide believe that the recognition they receive received at work what an empty gesture feels like is not meaningful.
Additionally, over a third reported receiving recognition in an uncomfortable way.
However, the study also shows that when employees feel recognized and valued, their sense of belonging increases, as does their likelihood of wanting to stay with the company for another year.
“The majority of global leaders recognize the importance of valuing their employees,” said Robert Ordever, OC Tanner’s managing director for Europe, but “acknowledging employees in an impersonal and inauthentic way can do the opposite of what was intended , and making employees feel invisible and dejected.”
Recognize employees from the start
Employee appreciation is most effective when it’s timely, personal, and meaningful.
With less than half of the employees surveyed reporting an onboarding experience that was more than just an orientation day and a plethora of benefits, the report recommends employers show appreciation for their talent from day one.
“Instead of handing out a water bottle or t-shirt and flipping through company history, consider creating a curated, integrated recognition experience for new hires,” the report adds.
This might look like a “Welcome to the Company” card signed by colleagues, followed by a fully paid team lunch with ample time to socialize.
Most importantly, recognition must not be a one-off exercise to tick; The report emphasizes that respect for employees must be embedded in corporate culture.
Integrate appreciation into the corporate culture
“The holy grail of recognition is embedding it into everyday workplace culture, so the natural response to someone who “goes above and beyond” is to recognize them,” emphasizes Ordever. “Organizations with highly integrated recognition consistently show great work. They also enjoy high levels of engagement, low turnover and 80% fewer burnouts.”
The study also shows that integrated recognition increases the likelihood of a positive employee experience and a thriving workplace culture by 391% and 646%, respectively.
Leaders can commend their employees for their daily efforts and great accomplishments by including verbal recognition at weekly meetings, hosting a celebratory party highlighting employee accomplishments this year, and giving out gift cards for career milestones.
“For recognition to be genuine and meaningful, it must not be an afterthought, it must be intentional, with the giver of recognition highlighting the achievements of the individual. Public appreciation in front of leaders and peers also heightens the moment and makes it an unforgettable experience,” adds Ordever.
In the long term, the more opportunities an organization offers its employees to recognize one another, the more often recognition occurs. And the more it happens, the more it becomes an integrated and natural part of the employee experience.
Don’t forget management
While employee appreciation tools and events are often geared towards new hires and young talent, the report highlights that leaders need to feel recognized too.
In particular, mid-level and entry-level executives feel 33% and 47% less valued compared to senior executives, respectively. They also don’t have as much access to resources and support as executives.
This means that those stepping into leadership for the first time can easily be consumed by the burden of responsibility of their new role.
“Managers are also employees. They need to feel valued, valued and supported like everyone else,” the report adds, noting that appreciation reduces executive anxiety by 67% and stress by 52%.
After all, throwing money at the problem isn’t enough; The report warns companies that higher compensation doesn’t prevent or reduce the burnout that managers may experience, in the way real recognition can.
Instead, it recommends that executives praise managers spontaneously and consciously thank them more often.
“While compensation and incentives often create competition between leaders, appreciation connects and strengthens the relationships leaders have with their teams, their own leaders, and the organization,” the report adds.
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