Engaged employees are happier, more loyal, more productive, more creative, and better teammates. The link between engaged employees and recognized employees is strong. But, recognizing an employee doesn’t automatically engage them. If it did, then at least 80% of all employees would be engaged. Because that’s how many employers have some sort of employee recognition program.
Instead, according to Gallup, only 34% of employees are engaged. That’s an improvement of double the employee engagement of 2017! But, another 33-34% of employees are actively looking for a new job. And, over 60% of employees who leave cite feeling undervalued by their employer as a key factor. Overall, less than half of all employees feel valued by their employer.
Something is missing in employee recognition. Not every employee recognition program is doing what it’s intended to do. This article will explore the missing links between employee recognition and employee engagement.
Employee Recognition and Appreciation: Different but Essential
Often when employee recognition is discussed, it’s used interchangeably with employee appreciation. But, there are key differences between employee recognition and employee appreciation.
Employee Recognition is the act of recognizing or appreciating the performance or actions of an employee. They did something, or their actions caused a recognizable result. Often employee recognition is done in combination with an employee recognition program that encourages managers and employees from recognizing each other.
Employee Appreciation refers to the act of valuing an employee for their internal skills, knowledge, and “who they are.” It is usually part of an overall culture within the workplace that values each individual and doesn’t tally them based on their successes or mistakes for a final total of their “worth.” Employee appreciation bridges the gap between employee recognition and the employees’ gut feeling that their employer values them.
Effective Employee Recognition
Employee recognition is rarely effective without a plan. A recognition plan, usually referred to as a recognition program, outlines the goals of employee recognition within the organization. The reasons to recognize employees are vast. Unless a recognition program has a goal and focus, it can be easy to get off track. When employee recognition programs have a goal and a plan, it is easier to refocus managers on employee appreciation (link to an article about specific recognition)
Recognition programs should align with the company’s mission statement. Consider how counter-product a program is that focuses on total sales to the point that dishonest or unethical behavior is rewarded. Or a program that rewards employees for the number of units completed without regard to quality or teamwork.
Discuss with lower and mid-level managers about the various departments and how each department helps to advance the company’s goals. From that discussion, decide on what habits, actions, and traits help each department to succeed. This will help to guide which activities and behaviors should be recognized. Use the Idea feature as a sort of forum where managers and key employees can brainstorm ideas on how various roles make the biggest difference to the company.
How Employee Appreciation Bridges the Gap Between Employer Intent and Engaged Employees
Employee appreciation impacts employees because it moves employee recognition out of a habit or action and into the feelings of valuing employees. Merriam-Webster defines recognition as “acknowledgment” and “special notice or attention.” It defines appreciation as “a feeling or expression of admiration, approval, or gratitude.”
When employees are recognized, they are given acknowledgment for something that they did. But, when employees are appreciated, they are valued and cared for. Managers can give recognition without feeling or because it’s become an item to check off of the list. Employee appreciation encompasses the overall feeling of gratitude and appreciation for the employee.
And employees can tell the difference. One UC Berkeley study found that employees are 23% more engaged when recognized for their work. But, they are 43% more effective at work when they feel valued. Your recognition program can become twice as effective by simply bringing a true feeling of gratitude and successfully conveying it!
But that can be harder done than said. Let’s look at a few ways managers can demonstrate employee appreciation more effectively.
Doing These Things Brings Employee Recognition into a Culture of Employee Appreciation
- Value Difficult Employees: It can be tough to be grateful for the hard-to-handle employees, but valuing the difficult employees really demonstrates that you care about your employees. It validates the message of employee recognition, that employees are important, not just the funny, charismatic, or top performer. As you show genuine gratitude for more difficult employees, it will have a ripple effect. Feelings of gratitude for the rest of the team will come more naturally and be expressed easier.
- Practice Employee Appreciation Daily: Take the time to pause for a few moments each day and focus on what you are grateful for about your employees. Did a little thing get done that saved you time or the department money? Was a difficult employee smoothly handled by an employee who could have just gone and gotten you to deal with them instead? Pause and come up with at least one thing you are glad about.
- Express Your Gratitude: After you’ve felt gratitude, express your appreciation to the involved employees. It sounds simple but has a profound impact. This is where employee appreciation and employee recognition meet. Don’t feel like you have to make it a big performance every day. Employees will see right through that. Just a simple note, a quiet thank you given in conversation, or a quick phone call can do the trick.
- Take the Time to Appreciate Employees After a Failure: Expressing your employee’s worth to you and your organization after they’ve messed up can be the very thing that builds lasting loyalty when an employee feels valued despite a recent error (link to the failure article), their engagement and loyalty blossoms.
- Listen to Employees: One of the best ways managers can show employees they value their opinions, skills, and contributions is to listen to them. Listening at its most foundation includes really hearing the intent of what your employee means. But, it also includes taking action afterward, especially if you asked for feedback. According to a Salesforce study, employees who feel their voice is heard are 4.6% more empowered to perform their best at work. That is the essence of an engaged employee.
