In my previous posts, I’ve shared a treasure trove of secrets that the experts won’t tell you, and I have one last one for you. You’re building this recognition culture at your company because you want your employees to be engaged, right? An engaged employee is a happy employee, and a happy employee makes your business run smoothly.
Engagement experts and researchers know that having engagement and recognition opportunities at work will help companies provide better service and make more money. They know this because it is common sense. But sometimes business owners need more than common sense alone to believe it. So the experts have linked statistics to engagement in order to give it a return on investment.
Generally speaking, the experts say that a chunk of your employees will be actively engaged, a chunk will be “on the fence,” and a chunk will be actively disengaged. The more employees that are actively engaged, the greater chance for success in business. They encourage business owners to focus on the people that are “on the fence.” Show them that you appreciate them, and watch them move to the “actively engaged” group.
The way that they present the information gives business owners confidence that their efforts in the areas of engagement and recognition will be worthwhile. It also gives the impression that the business owners have control of the engagement levels within their organizations.
However, the truth is that engagement lies with the employee. In my experience, a business can supply 20% of the influence on an employee to get them into the “actively engaged” group. But it is up to the employee to make 80% of the commitment.
So what can you do to get your employees into the “actively engaged” group?
A lot depends on the culture you’re building. However you get your employees engaged has to go along with everything else you’re doing to build this new foundation. Your culture-building has to flow together. It can’t be a patchwork quilt of ideas that have no connection.
You need to make your employees feel valued. The more valued they feel, the more connected they will be to your company. If you make them feel like the work they do is important, they might be in the “on the fence” group. But if you make them feel like they are important, they’re more likely to fall into that “actively engaged” group.
Only you know what your company needs to succeed. You have the power to make a great change in your company’s culture. Use the tips and tricks from Our Story to get started. Keep in mind the secrets I busted open. And keep checking our blog for more tips and ideas.
Thank you for taking this journey with me, and I hope your own journey becomes a success.