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Employee recognition
Stephen, a newly appointed HR analyst at ABS Ltd., discovers low employee morale and dissatisfaction among staff. He identifies the need for social recognition in addition to monetary incentives to boost employee motivation and engagement. By proposing the WorkforceGrowth tool for consistent recognition, he aims to enhance workplace satisfaction and performance.
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Employee recognition
- 2. Lets meet Stephen! Avery passionate, creative and self driven HR manager!
- 3. Stephen has recentlygot selected as an HR analyst at ABS Ltd. and is very excited to join the company!
- 4. After a while,he observes things are not working smoothly :/
- 5. Employees are laidback and do not really enjoy their work. He finds: Disengaged Employees Dissatisfied Employees
- 6. Stephen analyzes thesituation
- 7.
- 8. Stephan digs into the situation Checks all the Employee motivation policies
- 10. Even then employees are notmotivated!
- 11. He finds alist of factors that helps to motivate employees
- 12. After conducting detailedresearch… Stephen finds something very interesting...
- 13. These factors helpto motivate employees BUT…
- 14. Company must dosomething to keep employees morale high - a method that costs less and helps employees keep going on and perform effectively!
- 15. Stephen comes up witha plan!
- 16. Company Lacks SocialRecognition Practices! Along with monetary incentives employees need “Social Recognition” They want to be “Acknowledged” for every true effort they make
- 17. He wants to convincesenior management!
- 18. He explains thedifference… VS Recognition is given to Incentive given is on “strengthen employee “achieving business behavior”. goal”.
- 19. Several principles ofsocial and cognitive psychology provide reasons to believe that employees may perceive non-monetary incentives to be more valuable than the retail value of that award in cash.
- 20. To further explainRecognition he quotes Michael T. Williams “Timely, sincere and visible gestures of respect and recognition that are offered directly to an employee for his or her contribution to a job well done”.
- 21. Stephen shows somefacts and figures 3% 97% of employees surveyed responded "It is important to receive recognition”. Its important to receive recognition Its not important to receive 97% recognition Source: National Association for Employee Recognition
- 22. Stephen shows somefacts and figures 63% of respondents ranked a "pat on the back" as 37% a meaningful incentive. Social Recognition 63% Other Incentives Source: Society of Incentive Travel Executives Foundation
- 23. He knows recognitioncan solve all the issues company is going through because he has employee’s opinion! Employee Employee Job Employee Engagement Retention Satisfaction Productivity 69% of 49% of employees Job Satisfaction 78% of U.S. employees would would leave their 63% of workers said work harder if current job for a employees who being recognized they were better company that have no plans of motivates them in recognized! clearly recognized! leaving are their job! satisfied with their level of recognition! Source: Workforce Mood Tracker survey (630 global corporate respondents)
- 24. Now, Senior Managementwants to know what could be the best possible way to recognize employees?
- 25. Stephen is smartso he chose a smart Talent Management tool in order to socially recognize employees.
- 26. Using WorkforceGrowth, managerscan “Recognize” employees for every genuine effort they make!
- 27. For every effortemployees make to help their co-workers and to be a good “Team Player”!
- 28. For your concernsabout the quality of work employees deliver!
- 29. When employees delivermore than you expected!
- 30. When employees climbup the ladder, let people know and celebrate!
- 31. And do notforget to celebrate their festivities
- 32. Targets achieved!! Investment Return
- 33. Management is quitehappy with Stephen's decision and recognize their employees on daily basis using WorkforceGrowth! Want to be cool like Stephan? Hit the nail right on the head!