You have some amazing employees, right? You want them to be engaged at work so they’re performing their best, right? Of course you do. So what’s the best way to keep them engaged? Manager-delivered recognition.
That’s right! YOU! The latest research shows that manager-delivered recognition of employee performance boosts engagement the same way a turbocharger cranks up a sports car’s horsepower.
How are managers at your organization boosting engagement in their departments?
Managers are the key to creating a higher level of engagement in an organization. Managers have day-to-day encounters with employees that allow them to influence their employees for better or worse.
According to Gallup researchers, “If your manager focuses on your strengths, your chances of being actively disengaged at work are only 1 in 100. If your manager ignores you, however, you are twice as likely to be actively disengaged if your manager focuses on your weaknesses. Being overlooked, it seems, is more harmful to employees’ engagement than having to discuss their weaknesses with their manager.”
The relationship between the employee and their direct supervisor is the key to igniting higher employee engagement levels. Managers need to have the authority and responsibility to recognize employees in order to increase engagement scores.
So what’s the payoff?
Research from the Hay Group shows that organizations with engagements scores in the top twenty-five have revenue growth that is 2.5 times higher than organizations in the bottom quartile. Their turnover rates are 40% lower than companies with low levels of engagement. In addition, those employees are 10% more likely to exceed performance expectations.
In contrast, research also shows that a low-engagement culture that has managers that start recognizing their employees has an engagement and performance increase of almost 60%.
Now you know the payoff. How can you recognize your employees so they stay engaged?
Even small tokens of appreciation like “thank you for working hard on this specific project” go a long way. Buying someone coffee after a job well done, sharing how well the person has done with the rest of the team, or even a company-wide email about their success will keep the average employee engaged. Going above and beyond will push that engagement even further.
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What was the best manager-delivered recognition you have ever received? What other ways can a manager recognize their employees in order to keep the engagement level high?