What Matters Most to Employees

The Fifth ‘C’ of Employee Engagement is Congratulate

You will never get the best effort from employees simply by paying them more. Employees who only want more money will never be satisfied with what they are paid and their expectations will rise with each increase. What employees really need and want is to be congratulated, recognized or appreciated in a meaningful way for doing a good job. Recognition is so important that over 75% of people who quit their jobs say it is because they were not appreciated. And our research shows that only 36% of U.S. employees are currently satisfied with the level of recognition they receive at work. Current research underscores the vital role that recognition can play within an organization and it might be the most effective practice that leaders can engage in to drive engagement and job satisfaction. It is the one tool any manager can afford and no manager can afford not to use.

Julie Winkle Giulioni is the author of "Help Them Grow or Watch Them Go” and she writes that the secret of praise is simply to Kisssssssss. We like her list so much we wanted to share it with you: 

• Spontaneous: You don't have to wait for the annual meeting, certificate season, or even for your regular one-on-one sessions. Catch people doing things right and seize the  moment right then and there to express appreciation.
   
• Swift: Recognition need not be time-consuming. If it takes longer than 60 seconds, you've probably not thought it through.
   
• Strategic: Because recognition encourages people to repeat the appreciated actions, consider carefully what you praise. Identify the behaviors and results that are required to  drive departmental or organizational results, and shine the light squarely on those.
   
• Specific: Recognition will drive future focus and effort, so make sure people know precisely the act, behavior, or result you appreciate. The generic "good job" or pat on the  back is unsatisfying and unproductive.
   
• Sincere: Authentic, genuine, heartfelt appreciation is a powerful motivator. A simple, sincere "thank you" can touch others in a profound way and sends positive ripples through  relationships and results.
   
• Singularly focused: Recognition is not an excuse to share criticism or suggestions for performance improvement. Mixing the two eclipses your praise, so keep this space  sacred and exclusively positive, saving constructive feedback for another time.
   
• Special: Keep in mind that recognition is in the "eye of the recognized." So, personalize, personalize, personalize. Some people love public praise and others wither under the  spotlight. Consider the individual, and choose your approach accordingly.
   
• Surprising: Mix it up. A "thank you" in the hallway here. Recognition in public there. A handwritten note or email copied to the big boss. Rather than following a formula,  consciously adjust your approach to keep it interesting and effective.
   
• Supportive: Expressing appreciation is the ideal time to also express your support. The simple question, "What else could I do to support these kinds of results in the future?"  puts an exclamation mark on the importance of the recognition and opens the door to expanded results.
   
•  Spread: Effective leaders know that they can magnify the effects of recognition by encouraging others to do it as well. When peers begin appreciating each other, the impact  can grow exponentially. And employees learn how to do it by watching their leaders.

Find out if your employees are satisfied and happy with the recognition they receive in their jobs. For more information or to learn more about Insightlink's 4Cs Survey Methodology for measuring and tracking employee engagement, please call us at 866-802-8095866-802-8095 ext. 705 or email information@insightlink.com today.

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