In previous posts, we have discussed some of the reasons employees leave their job. Major factors include relationships with managers or coworkers, lack of opportunity to develop and advance and feeling that their efforts are not recognized. This post will examine the last point, lack of recognition, in more detail.
Timely feedback is essential
No doubt you are well aware that waiting for a December annual evaluation to discuss an issue that needed corrective action in July is not the most effective way to interact with an employee. Not only is the team member unlikely to remember the incident, the problem has now gone five or six months without being addressed. The same goes for recognizing positive behavior. Appreciation shown at the time of the event – preferably publicly – will have a much stronger impact than one that is just another bullet point on a yearly review.
Consider these options for providing real-time recognition and feedback to maximize engagement and minimize turnover.
Pulse Surveys. These small surveys provide opportunities for employees to share on the fly how they are feeling about the organization and their work experience.
Recognition Programs. Online social recognition software allows managers to provide a public “Thank You” to their employees showing appreciation for hard work and positive actions. Team members can also give kudos to coworkers who may have gone unrecognized. This fosters a positive environment where individuals seek out ways to appreciate one another.
Predictive Analysis. Data can help employers measure engagement and even tell ahead of time if an employee is considering leaving the company. Once a worker has made the decision to leave the company, they “check out” and it can be nearly impossible to re-engage them. Predictive analytics can help employers to recognize patterns such as slow promotions or risks such as a surge in demand for specific in-demand skills. Hiring new people is much more expensive and disruptive than recognizing current employees to increase engagement.
Nudges. These mini engagements help managers recognize what is important to their employees and help them to feel valued in the workplace. They can help to drive productivity, retention and job satisfaction by avoiding one-size-fits all coaching and feedback and instead individualize recognition to each specific employee.
A focus on retention can pay dividends in terms of improving employee morale and controlling the time and expense of rehires. To learn more about real-time employee recognition and what it can mean for your company contact HR Works today. We are experts in helping companies source, hire, retain and develop top talent.
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