If you go to work every day just going through the motions, you aren’t alone.
According to Gallup, only 33% of employees are engaged at work.
So, how can nearly 70% of the workforce be disengaged?
I believe it’s because there is a tremendous lack of recognition in the world today, or what I call the global recognition deficit. And there are statistics to prove it.
According to OC Tanner research:
• 79% of employees who quit their jobs claim that a lack of appreciation was a major reason for leaving
• 65% of Americans claimed they weren’t even recognized one time last year
My company, oGoLead, fielded national research and found even more evidence for the lack of recognition in the workplace:
• 82% of employees feel their supervisor doesn’t recognize them for what they do
• 60% say they are more motivated by recognition than money
If leaders give their people the recognition they’ve earned, show genuine appreciation and acknowledge the unique things people have to offer and do, then they will drive significantly better results. At the same time, they will lift the spirits of everyone involved, including themselves, and create a positive energy that becomes contagious and creates a ripple effect across the organization.
More from Invest in You:
Simple ways to craft a perfect social profile for job hunting
Here’s how much Americans are spending on an allowance
The opportunity to earn a good life through hard work is at risk: Sen. Warner
So why aren’t more people using the power of recognition in the workplace?
For one, people aren’t using purposeful recognition. In order for recognition to drive results, it has to be earned. And the team has to know how to earn it. Therefore, bosses have to clearly define what they recognize and how it links to performance outcomes. When they do this, it becomes a catalyst for driving results. This is called purposeful recognition.
Second, there are all kinds of barriers that hold people back from recognition. And trust me, I heard them all when I launched the recognition culture at Yum! Brands.
Bosses need to learn how to overcome the barriers to recognition, which will help them become a leader with an engaged team that drives positive results.
Former Yum Brands CEO David Novak
Source: Yum! Brands
Barrier #1: Giving recognition isn’t natural, it’s awkward
The more your boss recognizes someone’s good work, the more he or she gets comfortable with it. Plus, when he or she sees the impact the praise has, it creates motivation to stick with it.
Barrier #2: Fear people will expect to be recognized for everything
This could be a problem if your boss doesn’t have purposeful recognition. Leaders need to identify goals and essential behaviors that will lead to those results, and then recognize the heck out of those behaviors.
The last thing any of us want is for people to think they could get recognized just for showing up to work. That’s why making recognition purposeful is the breakthrough leaders need to get the results they want.
David Novak presents YUM! Recognition award to Yuan Yuan Chen, Director of Finance -Yum! China Division
Barrier #3: There is no time to recognize