In our book We, Rudy Karsan and I suggest that Recognition is one of the three major drivers of employee engagement (Growth and Trust being the other two). Now, the Society for Human Resource Management (SHRM) has released a new survey on employee engagement and recognition, based on interviews with over 700 HR leaders, which confirms both the importance of engagement and recognition, and how much more needs to be done in this area. Key findings…
Engagement remains a priority, yet practices remain passive and reactive-based
- Employee engagement is the most critical HR challenge in the next three to five years with 99 percent of HR professionals listing it as “very important” or “important,”
- 86 percent of HR leaders track employee engagement; however, 71 percent said they monitor it in employee’s exit interviews
Employee performance and appreciation remain disconnected
- 54 percent of HR leaders do not think managers and supervisors at their company effectively acknowledge and appreciate employees
- 69 percent believe employees are not satisfied with the level of recognition they receive at work
Evaluating the success of recognition programs is a black hole for HR leaders and CEOs
- 87 percent of companies do not currently track the ROI of their recognition program
- 32 percent of CEOs invest no time (and may not even be aware of) employee recognition programs
Most damning is the fact that 54% of HR leaders think front-line managers don’t practice effective appreciation. I’m a big believer that formal recognition programs that let people pick trinkets from catalogs are far less effective than a heart felt thank you in close proximity to a good deed. And the shame of it is that recognition done right doesn’t require much, if any, budget.
Kevin Kruse is a NY Times bestselling author and keynote speaker. Get more success and tips from his newsletter at kevinkruse.com and check out keynote video clips. His new book, Employee Engagement 2.0, teaches managers how to turn apathetic groups into emotionally committed teams.