Improve Engagement with Ideas that Work!
A study by Accenture revealed that less than 50% of CFOs appear to understand the return on their investments in human capital. But, you’re on the front lines, and you see every day how appreciation, acknowledgement, and feedback give employees a stronger connection to the work they do and its impact on the bigger picture—as well as what your company values. You get it—so how do you get everyone else on board?
The first step in gaining management buy-in is to be armed with data and information so you can speak intelligently about the benefits and return on investment recognition can provide. Begin your research with Baudville recognition white papers. Our non-cash recognition white paper includes data from the University of Chicago that found individuals who were given a tangible reward had a 14% higher performance outcome over those who were given cash, and 38.6% higher than those who did not receive a reward at all. Each of our four recognition white papers contains helpful facts and statistics to help you make your case.
You can perform your own research, too. Click here for additional credible sources you can use to help persuade management of the benefits of employee recognition.
Ask for Employee Feedback.
How do your employees feel about how they’re being recognized? You can find out by conducting a simple survey.
Do you feel valued at this organization?
Do you feel recognition is a priority at this organization?
In the last seven days, have you received recognition or praise for doing good work?
These questions will provide some insight into the culture of your organization and help you understand whether your employees feel appreciated and acknowledged for their work.
Create a Plan.
Next, be prepared for your meeting with management by putting together a detailed plan for your employee recognition program. Describe the type of recognition you’re proposing—day-to-day, informal, or formal—and explain how the recognition is connected to important values and goals.
Meet with the Management Team.
Finally, set up a time to discuss the recognition program with top leadership: how it will work, who is involved, what it will cost, and the benefits. Discuss the details as a group and be open to any ideas or suggestions they may have. If you make the team feel like they had a part in the creation of the program, they’ll have more ownership over the program in the long run.
By getting management support early on, you’ll set both your employee recognition program and your organization up to succeed!
Practice, Measure, Repeat!
One of the best ways to demonstrate the value of recognition is to give it. If you’re already giving recognition to your team and co-workers, great! If not, it’s time to get started. You can use free and low-cost tools, such as ePraise or a Kit & Caboodle®. Tangible items that employees can display at their desk have a greater impact and longer staying power. And, don’t just recognize from the top down; give recognition to managers and leadership, too, so they can experience recognition first hand.
Also, remember that survey you conducted at the beginning? It’s time to check in. Repeat that survey after your employee recognition program has been implemented for at least 30 days to measure the impact. By highlighting the before and after, you can show management the progress of your program and make a case for continuing or increasing an investment in it.
When you're looking for ideas, you can never have too much information! Check out these additional tools, downloads, and articles.
- Case Study: Build a Well-Rounded Team, One Great Moment at a Time!
- From the Blog: A Players, B Players, and C Players: Appreciating the Differences
- From the Blog: Sample Employee Recognition Messages
- Free Downloads: Everyday Print & Posts