There is a cost to not recognizing your people!
Every one of these statistics has come up on my data on recognition. Appreciation isn’t a “nice to do”; it’s a need to do if you:
want to stop The Great Resignation and improve retention
wish to increase wellness and well-being
need to decrease workplace incivility and increase collaboration
want to engage every generation of your workforce
It’s easy to feel that turnover, bullying, apathy, rising sick time and other concerning workplace trends are unfixable, hard to understand and out of control. I get it. I was one of those leaders in my organization required to try to “fix” them.
Here’s something I learned that almost seems too impossibly simple to be a solution, yet here it is: if people feel valued, they will work harder and are more likely to stay. Over 100 team consultations in my career, I have yet to have an exception to that rule.
Have you ever…
- Quit a job because you received too much support
- Couldn’t get your work done from how distracting it was with everyone complimenting you all the time
- You felt so valued it went to your head
Doubt it. Wouldn’t it be nice if that were a risk?
The Cost of Not Recognizing
If anything, I suspect you worked somewhere that felt pretty good, and then something changed. You desperately missed the way it used to feel, how people supported each other, the recognition that used to be part of meetings, conversations and evaluations. I have also heard folks leave a workplace to go somewhere with better pay or benefits or perks only to come back because they didn’t feel they mattered.
Recognition is relationship glue, reputation repair, and retention relief.
The trick is, it needs to be “the way we do things around here.” It takes intention. The good news is, when done well, it doesn’t take buckets of time, money and even energy.
If you still think, “but we pay them,” guess what…everyone does that. And, the expectation of benefits that meet people’s needs is a growing focus too. The Conference Board of Canada recently released some results that over 8% of Canadians aren’t satisfied with their benefits. You may see this as just part of your comp & benefits; however, your talent is using it as “should I stay or should I go” criteria. It’s yet another way employees and leaders are deciding: “do you really value me?”
Time to get serious about the power of recognition for both great business results and keeping great people satisfied and successful.
Why not share this blog post with your fellow recognition diehards, whether it’s firmly in place or not. All it takes is one person to start a recognition ripple effect, but why not start with two?
For more ideas on creating a recognition ripple effect, check out these great resources: