They Already Know How to Do It – Right?
Wrong! Too many organizations assume that when an individual becomes a manager, he or she will automatically know how to manage talent and motivate employees. That thinking might have worked when employee recognition consisted of a yearly bonus or an award based on years of service given at an annual banquet. Today, this couldn’t be further from the truth. The rise of results-driven and values-based recognition has created a whole new ball game. And manager training is a key component of the game.
The Need for Formal Training
Employee recognition training is essential in today’s workplace and managers need to know how to do it right. Recognizing employees on an ongoing, results-oriented basis takes a more hands-on approach which can only be acquired through a formal training program. Unfortunately, there remains a large percentage of organizations without formal training for managers regarding employee recognition. So how pervasive is this problem? Is your organization one of these statistics?
What Research Tells Us
In a recent survey, WorldatWork looked at the effectiveness of recognition efforts, based on how deeply embedded recognition is in company culture. According to the survey, over 88% of organizations have no formal training program for managers in employee recognition. Of those organizations with a managerial training program, 44% believed they had an informal culture of recognition embedded, including some written programs and policies without a widespread application. Just 34% perceived their program as “strategic” while only 10% indicate recognition is deeply embedded in their culture. When recognition efforts are “informal,” the effect is minimal. Goals are vague, measurement is lacking and nobody is held accountable.
The Impact on the Bottom Line
Gallup estimates that disengaged employees cost the U.S. economy up to $550 billion per year. A full 70 percent of American workers are “disengaged” or “actively disengaged and exhibit the following behaviors:
Disengaged employees show up and do the work but don’t care to go beyond perfunctory job duties.
Actively disengaged employees are apathetic and also undermine coworkers’ engagement by griping, gossiping and encouraging others to participate in their negative attitudes.
The lack of engaging work and meaningful, frequent recognition will drive away even the best employees and cost your bottom line. On the other hand, engagement soars when recognition is strategic and deeply embedded in all aspects of a company’s operations. On our next blog post, we will explore the ways you can jump start your recognition training program and get your managers on the fast track.