At C.A. Short Company, we have found ourselves often referencing Gallup’s report, “State of the American Workplace,” as it relates to the need for active employee engagement. As part of our recent informative blog series, we’ve regularly pointed to results from Gallup’s Q12 measurements from employee surveys and how they can allow for such effective solutions to be drawn up.
In our previous blog, we took a more in-depth look at Gallup’s revolutionary Q12 Survey and how its intentional—and labor intensive—design has lead to new and powerful insights regarding employee engagement. As part of the discussion, we also briefly mentioned how the order of the items deliberately ties into the Four Stages of Employee Engagement. This hierarchy represents the path any employee travels on their way to total engagement in the workplace. So, to further iterate just how important all of these stages are and why focus must be given to each one individually, let’s look deeper into what they represent for the employee.
Total Recognition Platforms have been shown time and time again toimprove employee engagement, increase productivity, and make employees genuinely feel a sense of appreciation from their organization. Announcing the adoption of a Total Recognition program to your employees should bring feelings of motivation, loyalty, and appreciation.
When it comes to employee recognition, leaders often inadvertently focus on the wrong things. The goal should not be to find something that has always been done, plug it in, and walk away. Every organization and organizational culture is unique, thus requiring specific employee recognition needs. Your recognition program should not only fit, but thrive in your organization's culture.
When looking at how to develop an employee recognition program and engage your workforce, it is imperative to incorporate the three elements of employee recognition: Formal, Informal, and Day-to-Day. It’s easy to say that something won’t work for an organization simply because it has never been done before. On the contrary, reaching past “how things have always been done” can have the potential to engage and grow your employees to new heights.