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Employee recognition promotes morale, increases productivity, and builds positive relationships. Praise for employee accomplishments reinforces quality performance, benefiting both the employee and the organization. 

Globally, employee recognition is a $46 billion market. Statistics on employee recognition can help employers to better recognize and reward their employees.

A recent survey found employee recognition was most important to 37% of employees. Teams scoring in the top 20% of engagement experience 59% fewer turnovers. Approximately 34% of US workers feel engaged. 53% of workers in the US are not engaged, according to Gallup’s employee engagement statistics. 

Despite these facts, one survey found that 65% of employees haven’t received any form of recognition for good work in the last year. When people aren’t appreciated for their hard work, they aren’t as inclined to continue to produce.

What are the statistics on employee recognition program’s effectiveness in retaining employees? In this article, we will explore the statistics and learn if they have a positive impact and help a companies bottom line.

Retention rates are linked to employee recognition

One survey found that 87% of company recognition programs emphasize tenure. Over 91% of HR professionals believe that recognition and reward make employees more likely to stay.

An employee who has been recognized is 63% more likely to stay at his or her current job within the next three to six months, according to another study.

Memorable recognition milestones such as 5 year, 10 year and 20 year anniversary of work are important.

However, other programs related to different forms of recognition are needed as well to keep employees engaged. Recognizing people based on their results and behaviors is one way to do so. 

Recognizing employees based on their actions.

An example is recognizing an employee going above and beyond to help a customer thereby providing excellent customer service is an effective recognition method.

Providing avenues for peer recognition is another way to reduce employee turnover and increase employee satisfaction.

Employee retention statistics show this is why it is important to have different methods of employee recognition in your company. In fact one survey found that lack of recognition and engagement was contributing to 44% of employees changing jobs.

Does employee recognition increase productivity?

Business productivity increases by 31% when employees are happy.

Recognition improves employee engagement, resulting in an improvement of job performance and achieving business value, according to Deloitte. Recognition increases employee engagement, productivity, and performance by 14%.

A recent report on employee recognition stats found that 92% of workers are more likely to repeat a specific action after receiving recognition for it.

More than 40% of employed Americans feel that if they were recognized more often, they would put more energy into their work.

What is the value of employee recognition?

One recent employee recognition survey by the Achievers found that respondents mentioned interesting work (74%) and recognition and rewards (69%) as the top factors that keep them at their current employers.

Employees appreciate the recognition that shows their contributions are valued by the company. Whenever an organization grows or changes, this is especially crucial. Employees are motivated to continue to do great work if they feel secure in their contributions to the organization.

The benefits of a valued workforce are many and varied. For one thing, appreciated employees report increased job satisfaction. That satisfaction is itself tied to increased loyalty and lower turnover — and that, of course, leads to higher overall productivity.

How effective are employee recognition programs?

An employee recognition program can improve employee well-being, satisfaction, employee retention, and health. The impact of recognition can loom large over a company.

Employee recognition programs benefit organizational values, according to 83% of HR leaders, and 85% say they positively affect organizational culture.

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How often should employees be recognized?

A survey of employees by Gallup found that recognizing employees at least once per week is best for employee recognition. 

Yet a survey by Authentic Recognition found the following.

  • 2% Received Daily recognition
  • 11% Received Weekly recognition
  • 20% Received Quarterly recognition
  • 17% Received Annual recognition
  • 29% Received No recognition of any kind.

Those numbers are quite astonishing considering the effectiveness of recognizing employees in the workplace.

What are the different types of recognition?

  • Getting bonuses
  • Plaques or trophies.
  • Praise in writing
  • Praising verbally
  • Throw a party in honor of the recipient, or in honor of a group that has done well.

Types of employee recognition ideas

There are many ways in which you can recognize employees besides just money. In fact, 65% of employees prefer non-cash incentives.

According to employee surveys, 65% strongly agree that both merchandise and travel awards are remembered longer than cash payments. 

One survey found that 47% of employees want to receive a reward spontaneously. The same study found that 38% of employees wanted to be rewarded for their good work.

47% of employees find that new growth opportunities are a better way to reward them for their achievements.

85% of employees believe management should reward employees for a job well done whenever it occurs. 

Employee Recognition: 5 keys to making it meaningful

1. Specificity and relevance are key

When recognition is connected to a specific achievement or business objective, it is more meaningful. 

If you appreciate an employee’s behavior, you should explain why the recognition is being given. In turn, this encourages continued strong performance.

2. Timing is everything

Recognition that arrives months later isn’t nearly as meaningful as recognition that is received immediately. 

Managers’ failure to acknowledge employees sooner lessens the likelihood that the affirmations will be taken seriously by employees.

Put systems in place to recognize employees and take advantage of the opportunity when it is presented.

3. Recognition comes in many forms and sizes

Many studies indicate that people are motivated by more than just money. As far as giving and receiving appreciation goes, everyone has a preference or style.

Gain a better understanding of what gives every individual the most satisfaction (at their workplace). As a result, recognize them accordingly. 

Take your employees out for dinner, offer them a personalized gift, or do other expressions of gratitude that demonstrate their reward is tailored to them. 

4. You can go a long way with little things

Thanking your employees for their daily efforts can motivate them just as much (and sometimes even more) as recognizing big achievements.

Instilling a regular culture of employee recognition can be accomplished via handwritten notes, or by making use of the intranet to promote good behavior.

The appreciation should come from both managers and peers; some employees find recognition from peers to be even more motivating.

5. Bringing it all together

Employees appreciate the recognition that lets them know their contributions to the success of the company and their team are valued.

The importance of this is particularly acute when an organization is growing or changing. Employees gain a sense of security in their value to the company, motivating them to continue their great work.

Share news about how the company is working to achieve its mission. Talk about how individual employee goals relate to that vision on a regular basis. 

Private Recognition vs Public Recognition

Recognition of employees in both forms is effective. Knowing your team allows you to determine whether they prefer private recognition rather than public recognition that involves recognition from peers.

When determining whether recognition should be public or private consider these questions:

  1. Who will be recognized?
  2. How do I recognize these behaviors or actions?
  3. How soon should this employee be recognized?
  4. What is this employee’s preferred method of recognition?
  5. Where do I want to recognize this employee? In the office, in a private meeting, or at an event?

Conclusion

Knowing what we know about recognition at the workplace and its impact on the bottom line and wellbeing of a company, it is important to build the habit of praising others.

There are good recognition programs that create awards for different roles, awards that are created specifically for each employee and their contribution.

For a good employee recognition program to succeed, a positive company culture of appreciation for top performers should be adopted. For the future, this can serve as a basis for solid employee engagement, continuous development, and retention.

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