Interesting global research this week from Kelly covering the views of 97,000 people across 30 countries and their feelings about their management and leadership. Perhaps somewhat surprisingly, given the current challenging times, responses are not uniformly awful by any means.
However, my attention was drawn to one particular finding. No less than 44% of nearly 100,000 people felt recognised and rewarded for their contribution at work. Delving more deeply, 67% of these people suggested that this took the form of ‘management recognition’. Much smaller percentages put this sense of recognition down to bonuses or incentives or indeed formal recognition programmes.
I can’t help thinking that many organisations get the concept of recognition so wrong. And particularly in these straitened times, when the option of handing out large bonuses and salary increases does not exist. The act of simply acknowledging the impact, commitment, engagement and contribution of those people around you goes a long way.
Such recognition isn’t expensive to administer, but it’s pretty costly not to do so. Given that PWC put the cost of losing a great employee as the value of their annual salary, and that many employees have never been more cautious and apprehensive about job security, the 56% of employers who are not delivering recognition at work seem to be missing a trick.
Getting to the heart of your employee mindset 