The latest research by Gallup indicates that workplace engagement is as low as twenty-five percent.
This figure is alarming because it means that a significant amount of employees are not motivated, productivity is low, and they are more than likely willing to ‘jump ship’ if they believe a better opportunity is available.
When employees resign it means organisations have to go back to square one - interview, hire and train which is a timely and costly exercise.
Meanwhile, research by Psychometrics found that 58 per cent of respondents believed the most effective way for leaders to improve engagement was by giving recognition. In fact:
- 69 per cent of employees suggest that they would work harder if they felt their efforts were better appreciated;
- 50 per cent of employees say being recognised would enhance their relationship with their manager and build greater trust; and
- Those employees who didn’t feel adequately recognised are three times more likely to say they will leave in the following year.
Managers and leaders can improve engagement by giving recognition to employees when it is due. There is a growing body of literature that suggests that employees will work harder if they felt like their efforts were appreciated. Praise and recognition would enhance the relationship between the employee and manager. However just saying ‘great job’ is not going to increase workplace engagement.
Employees would like to be recognised for their effort and contribution. To show that a manager values an employee, and for the praise to have maximum impact, explain precisely what the employee did well. Praise and recognition that is specific will lead to higher levels of workplace engagement and productivity.
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