Want employees that are happy and fulfilled? Give them praise
Workforces face increased pressures amid an era of career instability, where many are needing to reskill or re-evaluate their employment as cost-of-living and work demands remain ever present.
Amid internal and external pressures shrouded by increased talent mobility, employees are finding their work exhausting.
If workers are highlighting ongoing exhaustion, or leaders are identifying this, it should be a red flag as they are on the road to burnout. The obvious response is to refer them to the company’s wellbeing support services, to reassess their workload or consider where a leader can support, but this is focused on treating the symptoms rather than the cause.
To tackle employee exhaustion and burnout, the company culture must also be put under the spotlight and, as part of this, staff recognition has an imperative role.
The value of feeling valued
With recognition and wellbeing intrinsically linked, employees who don’t feel valued or appreciated are increasingly likely to suffer poor physical and mental health.
The financial cost of absenteeism and, indeed, the impact on baseline productivity, aligns to workforce volatility as employee pressures mount, all of which continue to hinder and impede growth and the deployment of business strategies.
Business resilience models also now demand the mitigation of people risk far more than ever before.
O.C. Tanner’s 2023 Global Culture Report reveals that 46% of UK workers are finding their work exhausting, with 40% feeling emotionally frustrated. There won’t be one single reason for these high figures. However, an organisational culture that doesn’t prioritise staff recognition increases the odds of poor health, whereas employees who feel appreciated for their efforts and results are 80% less likely to suffer burnout.
Make it natural
Appreciation must become a natural part of the everyday employee experience and not just an HR ‘bolt-on’. This means incorporating recognition into team meetings and one-to-ones as well as the employee’s daily flow of work so anyone can quickly and easily send a note of appreciation using integrated recognition technology.
All staff regardless of job role, department or location must not only be permitted to appreciate others but must be encouraged to do so, from their peers, to direct managers and senior leaders.
And recognition must take place during an employee’s entire lifecycle and commence during onboarding, and then become frequent, personalised, meaningful and authentic thereafter, while being given publicly (where possible). This ensures the entire workforce regularly sees employees’ efforts, achievements and career milestones being applauded.
Furthermore, benefits and rewards professionals must train managers and employees on how to give recognition effectively. It can’t be assumed that a manager knows how to recognise someone in a meaningful way. Recognition done poorly can create such an unpleasant experience for the recipient that puts them off the idea of recognition all together.
Praise sticks
To make a recognition moment truly memorable and meaningful, complementing the giving of recognition with a symbolic award should also be considered. Employees are three times’ more likely to remember a recognition experience that includes a meaningful physical award, and a recognition moment that includes symbolics is 261% more likely to lead to a thriving culture.
So, for employees to feel energised and fulfilled at work rather than physically and emotionally drained, it’s important that they feel valued and appreciated by their colleagues and leaders.
This means nurturing a culture of integrated recognition in which acts of appreciation are given, witnessed and received every single day. The organisations that get this right, succeed and thrive.
In partnership with O. C. Tanner
Giving teams the integrated tools they need when, where and how they need them.
