We do a lot of HR Assessments with clients to understand what’s good and what can be better in their business. During that deep dive, we ask managers, “How do you know if you’re doing a good job?” These are the answers we hear again and again:

“Well, I haven’t been fired yet.” 

“I’m still here, so I guess I must be doing something right.” 

“Actually … I have no idea.”

Clearly, most managers don’t know how to gauge the value or impact of their workplace contributions. Why? Because no one’s told them! Alarmingly, these comments typically come from the very people who general managers and business owners rely on most—and who they really can’t afford to lose.

The good news is that although this problem is surprisingly common, it’s also surprisingly easy to fix. Here’s what you need to know about why—and how—to recognize your valued managers and stellar employees. 

Recognize to Retain

First, research shows there’s a direct correlation between recognizing employees and retaining them. Nearly two-thirds (63%) of workers who are “always” or “usually” recognized for a job-well-done say they are “very unlikely” to scan the “Help Wanted” ads for up to 6 months. In another study, 55% of respondents blamed their desire to switch jobs on “lack of recognition.” 

(On a related note, if you read our last blog post about interviewing and hiring, you know that finding a great employee isn’t easy. Once you find someone great, it certainly pays to make them feel appreciated so they’re more likely to stick around.) 

Create “Touch-Base” Moments

Second, when you schedule regular feedback sessions, you create on-going, predictable “touch-base” moments. These are opportunities for you to sing the praises of your top performers—and to keep everyone apprised of their progress in reaching shared company goals. 

(Read about a simple yet powerful feedback framework, and find out why goal-setting is crucial for every business.)

Inspire … and Be Inspired

Third, as a business owner or leader, it’s easy to get bogged down by all the problems that need to be fixed stat. When you take the time to tell workers about their good deeds—like going above and beyond for a customer or finding creative ways to boost in-store traffic—you get to experience those positive feelings, too. 

Build an Intentional Culture

Finally, when you integrate employee-recognition into your HR process, appreciation becomes part of your business DNA (so do things like empathy and compassion). Yet another bonus: Word spreads fast when companies go the extra mile to make people feel valued, and they have an easier time hiring and keeping top-notch employees.  

We hope this post will remind you about the proven business value of letting your dedicated workers know how much you appreciate them. Once employee recognition becomes a cornerstone of your HR approach, you may be inspired to say, “You rock!” again and again—and that’s good for you, your team, and the business.

Want to learn more about leveraging your HR practices so employees feel valued and appreciated? Shoot us an email, and we’ll help you get your business on track.

Download the guide: Achieve Your Business Goals Through Your Culture and People Strategies.

Download the guide: Achieve Your Business Goals Through Your Culture and People Strategies.

The success of your business depends on your culture. Therefore, it is critical to establish an intentional culture in your business and build strategies that support and reinforce it. The purpose of this eGuide is to provide a foundation for your business culture and ensure your people strategies and practices are aligned with it. Grab the guide - it’s free!

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