Benefits of Employee Engagement and Recognition
The benefits of employee
engagement are not only related to the bottom line, profit, or shareholder
value outcomes. Service strategic
benefits can be viewed in a way that might be described as 'vertical,' i.e.,
applying to a specific sector such as health or not for profit organizations;
or horizontal as they apply to activity undertaken for service within an
organization, whether it be profit or not for profit
Monetary and non-monetary rewards significantly influence employees' job motivation and satisfaction level within the job
The need for recognition
Recognition or
recognition of one's efforts might contribute to job satisfaction and improve self-confidence
Ways
of recognition
Employee recognition is
the timely, informal, or official appreciation of a person's or team's conduct,
effort, or business outcome that promotes the organization's aims and values which have been beyond the usual
expectations. Further, to be genuinely productive, management needs to grasp
the psychology of praising others for their outstanding work, implementing
employee recognition among the organization, and encouraging others to begin it
in their working relationships
As suggested by a member
of the customer success team at 6Q in Australia
• Announcing the best
performer of the month.
• Conducting Employee recognition programs.
• Having them posted in the Company's annual calendar.
• Firm-wide email/social media.
• Publishing in the Company's magazine or journal article.
Example : 01
I am working at a leading
private bank in Sri Lanka. My organisation currently conducts a staff
recognition program named "Service Heroes" to highlight &
recognize the employees who have gone the extra mile to delight the customer
needs. Further, the best service story is being selected monthly &
employees are rewarded with an appreciation certificate & included in the
"CEO's club," where staff is eligible for a lunch out with the CEO.
Video
: 01 - Employee Recognition
Video 1.0 illustrates how employees are rewarded individually and collectively for their contributions to the business. Recognition can be done in various ways and take numerous forms, i.e. formal or informal, monetary or non-monetary. By praising employee accomplishments, employees may feel that they have been valued and appreciated by the employer; as a result, firms could enhance employees' happiness, morale, and self-esteem. The firm itself may benefit since higher employee engagement may lead to higher productivity while decreasing employee turnover and attracting and retaining high potential employees.
(Source:
What
differentiates Engaged and Disengaged workers?
(SHRM INDIA CORPORATE INFORMATION, 2021) explains that
organisations with research employee engagement categorize employees based on
their degree of involvement, although they have used various methods.
Disengaged people have no meaningful connection to their occupations and tend to accomplish the bare minimum. Disengagement may present itself in a variety of typical ways, including a sudden 9-to-5-time clock attitude, an inability to participate in social gatherings outside the office, or a propensity to fox hole oneself aside from colleagues. It becomes most evident when someone who is generally gregarious and energetic seems to fall by the wayside and has nothing constructive to give. They may detest their employment, be prone to grumble to co-workers, and drive down workplace spirit (SHRM INDIA CORPORATE INFORMATION, 2021).
Table : 01 - Behaviours
of engaged and disengaged employees
|
Engaged behaviours |
Disengaged behaviours |
|
Optimistic |
Pessimistic |
|
Team-oriented |
Self-centered |
|
Goes above and
beyond |
High absenteeism |
|
Solution-oriented |
Negative attitude |
|
Selfless |
Egocentric |
|
Shows a passion for
learning |
Focuses on monetary
worth |
|
Passes along credit
but accepts blame |
Accepts credit but
passes along blame |
(Source : SHRM INDIA CORPORATE INFORMATION, 2021)
References
Allen, R.
S. and Helms, M. M. (2002) "Employee perceptions of the relationship
between strategy, rewards and organizational performance - ProQuest," JOurnal
of Business Strategies, 19(2), pp. 115–139.
Caligiuri,
Paula., Lepak, David. and Bonache, Jaime. (2010) Managing the global
workforce. Wiley.
DeCenzo, D.
A., Robbins, S. P. and Verhulst, S. L. (2009) "Fundamentals of Human
Resource Management, Tenth Edition." Wiley, p. 410.
Employee
Recognition - YouTube
(2017) APA Psychologically Healthy Workplace Program. Available at:
https://www.youtube.com/watch?v=EhE4ECnscBk (Accessed: November 14, 2021).
Gostick, A.
Robert. and Elton, Chester. (2007) The daily carrot principle : 365 ways to
enhance your career & life.
Harrison,
K. (2021) "Why employee recognition is so important," CUTTING
EDGE PR.
Heryati, R.
(2021) 7 Awesome Methods for Employee Recognition, 6Q Blog.
Available at: https://inside.6q.io/7-awesome-methods-for-employee-recognition/
(Accessed: November 14, 2021).
SHRM INDIA
CORPORATE INFORMATION (2021) Developing and Sustaining Employee Engagement,
Developing and Sustaining Employee Engagement. Available at:
https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/sustainingemployeeengagement.aspx
(Accessed: November 14, 2021).
Stolovitch,
H. D., Keeps, E. J., Mager, R. F. (Robert F. and Gilbert, T. F. (1999) Handbook
of human performance technology : improving individual and organizational
performance worldwide. 2nd ed. San Francisco: Jossey-Bass/Pfeiffer.
Turner, P.
(2020) Employee Engagement in Contemporary Organizations, Employee
Engagement in Contemporary Organizations. Springer International
Publishing. doi: 10.1007/978-3-030-36387-1.
Hi Nirmika, you have organized well. Adding to this Employee engagement is expected to have a direct impact on improving job performance which is a prerequisite for organizational revenue. Work-specific energy and determination engagement helps employees maximize their work potential (Gruman and Saks, 2011).
ReplyDeleteHi Lakshan, Agreed. I would like to add more benefits which employers get from employee engagement. Satisfied & happy employees create loyal customers (Robertson-Smith and Markwick 2009). Further, engaged employees are more likely to stay with their organisation, reducing overall turnover and its costs. They feel a stronger bond to their organisation’s mission and purpose, making them more effective brand ambassadors. They build stronger relationships with customers, helping their company increase sales and profitability (Cummins, 2014).
DeleteHi Nirmika, in addition to the points you have mentioned about recognizing employees, Clarke (2019) states that encouraging collaboration, mentoring employees and showing gratitude are all proven methods of further improving employee engagement in the workplace.
ReplyDeleteHi Amila, Thank you for the comment. Adding more, Job challenges, opportunities for development, autonomy, feedback, variety, fit, rewards, and recognition play significant roles in applying the employee engagement concept (Crawford et al., (2013).
DeleteHi... Nirmika. I like to add something. Organization culture also very important concept of the Employee engagement. Organizational culture affects the way people and groups interact with each other, with clients, and with stakeholders. Also, organizational culture may influence how much employees identify with their organization (Schrodt, 2002).
ReplyDeleteHi Indika, Thank you for your thoughts. I want to add more to the comment; According to Korzynski (2013), employee motivation depends on technological, generational, and organisational changes. The idea that the new generation is more familiar with new technology and more practical when dealing with customers or organisations further, employees like to work under modern organisational culture, increasing their effectiveness.
DeleteAgreed with you Nirmika, Rewards can be defined as a person receiving it in exchange of doing some tasks which is beneficial for the company further reward means anything the company gives its employees in exchange of their contributions (Chiang and Birtch, 2008).Employees not only want compensation but also need to be valued by their supervisors it will increase employees’ morale, employees will be well motivated if they are recognized by the supervisors (Saunderson, 2004).
ReplyDeleteHi Ganith, I Agree with you. Also, As per Lewis (2013), the effective ways of appreciating an employee are through praise and recognition. The employer pays a reward or a benefit which is the most common thing in an organisation, in return for the employee’s handwork (Agarwal, 1998).
DeleteAgree with you Nirmika. According to Nelson (2003), Organizations should consider the following factors to ensure effective, genuine, and meaningful employee recognition activities: recognition should be fair, transparent, inclusive, frequent, timely, and varied; the structure of recognition used should be appropriate to the efforts made; recognition should be meaningful and reflect the preferences of the receivers.
ReplyDeleteHi Janakan, Thank you very much for your thoughts. Clarke (2019) states that encouraging collaboration, mentoring employees and showing gratitude are all proven methods of further improving employee engagement in the workplace. Recognition and compliments from the hierarchy to the customer helps an employee feel satisfied (Agarwal, 1998).
DeleteAgree that reward and recognition increase performance and engagement. However, it should be provided exclusively to the best performers in timely manner (Bradler, 2016). In my organization popular voting system is being launched to select best performers with people skills to consider for rewards which is very successful.
ReplyDeleteBradler, C., Dur, R., Neckermann, S. and Non, A., 2016. Employee recognition and performance: A field experiment. Management Science, 62(11), pp.3085-3099.
Hi Ravi, Thank you & agreed. (Alm, 2018) also stated that rewarding specific performances positively reinforce those actions, leading to organisation development: receiving a gift or prize for an excellent performance has the power to reach and motivate different individuals. In employee engagement, reward and recognition are critical factors that lead the employees to perform their duties effectively.
DeleteHi Nirmika, Well explained, further the process will help to identify the organization values are in order contribute the best of the employees to the organization (Johari, Adnan, , Yean, Yahya and Isa, 2013), however this will create a huge impact on the organization performance where it consist of engage employees. recognition is also important to engage employees towards to contribute as an motivational factor. Considering the both factors it is important for an organization to achieve the goal (Kumar and Pansari, 2015).
ReplyDeleteHi Deshani. Agreed with the argument about the benefits of employee engagement; to gear up the organisation with higher profitability, the organisation’s leaders should keep the employee engagement (Kortmann et al. 2014). Bersin in 2014 also mentioned the same thing differently than employee engagement is positively affected the organisation’s financial performance. However, it is identified that some leaders limit their focus to company products and processes than employee engagement to the organisation (Hill & Birkinshaw, 2012).
Delete