How To Go For The Gold With Your Workplace Culture🥇
Building employee recognition that is an exhilarating social experience can have a transformative effect on the organizational culture by the way people relate to their roles and each other in our social and digital age.
Everyone understands the importance of employee recognition, but few firms actually keep recognition compelling and contemporary. Effective business leaders (entrepreneurs or those that lead large enterprises) will report that they make every attempt to spotlight employee successes, but well-earned congratulations are too often restricted to face-to-face meetings or one-time emails.
Communicating employee success across the organization in a cheerful and engaging way that can increase the power of recognition, so people truly feel engaged and motivated to give their best. Not only does the recognition become more significant when shared across a company or department, there is also a social networking outcome that occurs when other employees feel willing to add their personal salutes to the effort.
Making employee recognition an exhilarating social experience can have a transformative outcome on the way people relate to their roles and each other in this social and digital age.
Avoiding disengagement
Businesses have worked hard to keep employees engaged and motivated at work, but their attempts have not produced much success in the past fifteen years. Research from Gallup reveals that just 30 percent of U.S. employees state they are engaged while nearly 20 percent are actively disengaged, costing firms approximately $500 billion through lost productivity and substandard customer service. To overturn the inertia, leaders, and managers must take a new strategy.
The lack of improvement in employee engagement can be greatly attributed to the unimaginative techniques that many organizations still utilize to recognize and reward workers. The way that we interact, collaborate, and exchange information has principally altered in recent years, but the technology that leaders and managers use to communicate with their employees continues to be fixed in the past. Reduced attention spans have triggered social networks and applications that collect information in easily absorbed and shareable forms; particularly video content. But when it comes to sharing company objectives, value or employee accomplishments, organizations have largely remained with the legacy techniques such as whiteboards, voicemails, and company-wide email blasts.
The consequence is an absence of organizational transparency and attention, overdue feedback, and failed moments for recognition and interaction. When employees have to dedicate 28 percent of their time to handling emails, congested inboxes become a place for significant notifications and feedback to disappear. Next to the instant interaction opportunities offered by popular platforms like Instagram, WhatsApp, and Facebook Messenger, taking the long-established approach to employee recognition can make it appear less meaningful, making employees feeling disengaged and unmotivated.
Learning from the latest trends in consumer technology and social networking offers leaders an opportunity to finally overcome unimaginative employee engagement and recognition campaigns. As opposed to depending on established tools to communicate feedback and motivate employees, firms can take a prompt from new applications that people have increasingly embraced in their personal lives. Highly visual content that people can easily interact with and share; has been the calling card of these emerging consumer apps. By implementing this idea into a business environment, firms can cultivate an exciting interconnected culture of purpose, performance, and relationship capital rewards.
We have spotted the early phases of this idea in the concept of “gamification,” which combines elements from video games, like badges and levels, into employees’ daily actions. Nevertheless, this approach has largely fallen flat in delivering on promised outcomes. Gamification has been effective for stimulating a new behavior or teaching a new skill but was not constructed to sustain long-term performance. Additionally, people can quickly grow weary of the same gamification routines, which are often hard to implement with existing business processes.
Conclusion
Companies should concentrate on making news about employee accomplishments available to as many people across as many departments of the organization as practical. Evening sharing those wins with relationships outside the company. Sharing wins and important touchstones using videos, images, and newsflashes that can be viewed on mobile devices, laptops, in-office TV monitors and in remote locations can deliver a new level of social connectedness and exhilaration.
By leveraging the power of social interaction and social recognition with enterprise-wide broadcasts, leaders now have the capability to solve the long-standing challenges around engaging employees through purpose, performance, and relationship capital rewards. Appreciating your people truly matters. Is your firm going for the gold?🥇
