4 ways recognition can help to overcome the great resignation
This reshuffle has led employers to reconsider the role of employee engagement, because as all HR professionals know, losing staff members is a costly blow. The knowledge of your best workers is irreplaceable, as is the time and resources spent on recruiting them.
Employers must start to reflect on what it is employees really value. Beyond impressive office renovations and discounted gym memberships could there be a cost-effective solution to the problem? Well, it turns out employee recognition could be just the antidote. Research shows that 82% of employees are happier when they’re recognised at work, and when employees are happier at work, it boosts productivity, reduces stress and improves retention.
Here are four ways recognition can help you overcome the great resignation:
Increased job satisfaction
Life is a game of give and take and when people are underappreciated and undervalued—there’s potential for resentment to build. So it’s unsurprising to discover extensive research showing strong links between employee recognition, motivation and job satisfaction. When people are satisfied, they’re content and we feel valued. Recognising employees for their efforts improves job satisfaction and motivation and decreases the chance of them seeking fulfilment in another role.
Reduced workplace stress
Studies show that recognition has a powerful buffering effect on workplace stress and employees’ intention to stay at work. Workplace stress can cause burnout and mental health problems which are detrimental to the wellbeing of your people and your business.
Yet, many workplaces have heavy workloads, challenging team dynamics and unpaid overtime. Of course, these issues need addressing head-on, but recognition is also another tool you can use to chip away at this dynamic. Things like small gestures of acknowledgement in team meetings or one-on-one settings allow you to break the workplace stress cycle.
A supportive culture
Organisational culture shapes the accepted behaviours, motivations, and attitudes of the people behind it. Senior leaders, internal values and hiring decisions form workplace culture. So employers have the power to shape a culture that supports or hinders retention.
Increase recognition across the board and you'll create a supportive, welcoming culture. Managers and senior leader could take action by setting up new incentives, employee awards or recognition on the company social media account. These small gratitude tokens can create ripples of positivity that change workplace culture for the better.
Mentoring and development
Research shows that empowered employees are more likely to remain in a role, and that underappreciation leads employees to tire of their efforts and seek satisfaction elsewhere. But when you empower employees with confidence and respect for their achievements you provide a path of purpose, productivity, and development. All of which we know leads to resilience, hard work and happiness. That aspect of mentoring comes into play, empowering employees to identify their strengths and areas for development.
This article was provided by Health Assured
In partnership with Health Assured
Health Assured is the UK and Ireland's most trusted health and wellbeing network.
