“Employees expect to be recognized when they do good work. Thanking employees for doing good work is not just common sense, it increases the likelihood that they will want to continue to do good work and serves as a catalyst for attracting and retaining talented employees you and your organization need to be successful.” Dr Bob Nelson.

Dr Bob’s research found that managers who used recognition reported that it assisted them to:

  • Better motivate employees (90%)
  • Increase employee performance (84%)
  • Provide practical feedback (84%)
  • More easily get work done (80%)
  • Enhance productivity (78%)
  • Better achieve their personal goals (69%)
  • Achieve their job goals

Our July 31 blog post on feedback mentioned that ideally employees want about 6 praises for every 1 correction.

To ensure sure managers are providing this level of aligned praise, an organization should have a formal recognition program. Back to the Aberdeen report (read 7/31 blog post), 65% of Best companies have a formal rewards and recognition program compared to 46% of the lowest performers (and I will bet you $1 that the Best companies have better alignment of recognition with goal-specific employee activities).

I remember in college I had a supervisor (another student) who would also say “thanks for your help today” but this did not engender any sense of pride or accomplishment— and now I realize why. He did not specifically explain what I did that was good today, and lost the opportunity to encourage goal-specific activity next shift.

What conversation are your managers having with employees and how often?

Image courtesy of nongpimmy at FreeDigitalPhotos.net