An Obvious Thing We Always Overlook: Prioritizing our Well-Being

November 20, 2023

An Obvious Thing We Always Overlook: Prioritizing our Well-Being

In the fast-paced world of business, it's easy to get caught up in the daily grind, focusing on profits, growth, and productivity. But as HR leaders, we often overlook a critical aspect of our organizations' success: the well-being of our employees. Workhuman and Gallup have recently collaborated on groundbreaking research that sheds light on the importance of recognition programs in fostering employee well-being and driving business impact. Let's delve into the key findings from this comprehensive study, all from the perspective of leadership.

Recognition Experience Gap:

One of the most eye-opening insights from the research is the recognition experience gap that exists in many organizations. According to the survey, a mere 23% of employees strongly agree that their organization has a system in place to recognize professional milestones like promotions and work anniversaries. An even smaller percentage, just 15%, strongly agree that their organization recognizes people for personal life events such as birthdays and weddings.

From a leadership standpoint, these statistics should serve as a wake-up call. A well-designed recognition program can significantly impact employee engagement, retention, belonging, and overall well-being. Shockingly, 81% of managers and leaders admit that recognition is not a major strategic priority within their organizations. This gap highlights the need for leadership to adopt a more strategic approach to recognition.

Financial Impact:

The research doesn't just reveal the importance of recognition for employee well-being; it also quantifies the financial benefits. For instance, organizations with 10,000 employees can save over $16 million annually in employee turnover costs by making recognition a core part of their culture. This financial gain is in addition to the increased employee engagement and productivity that come with effective recognition.

Leaders should take note that a positive recognition experience makes employees less likely to leave the organization and fosters greater loyalty. In fact, 77% of employees who feel they receive the right amount of recognition strongly agree that they feel loyal to their organization. This is three times more than those who don't receive adequate recognition. Furthermore, when recognition is provided frequently, over 40% of employees perceive it as the right amount, leading to noticeable benefits.

Well-being and Recognition:

From a leadership perspective, the link between recognition and employee well-being is particularly intriguing. A quarter of employees report being frequently burned out at work, which negatively impacts their energy, motivation, and productivity. To combat this trend, organizations must prioritize the holistic well-being of their employees.

By intentionally celebrating employees' life events, organizations can triple employees' perception that their organization cares about them. Moreover, over 70% of employees who have positive recognition experiences rate their overall lives more positively and are more likely to thrive in their day-to-day lives compared to those who are not fully recognized.

Designing Effective Recognition Programs:

Based on this research, leadership can take concrete steps to design recognition programs that benefit both employees and the business. Here are the five pillars of effective recognition:

Fulfilling: Ensure that employees are recognized at least a few times a month, focusing on fulfilling their recognition needs. When employees feel fulfilled by the recognition they receive, they are four times more likely to be engaged.

Embedded in Culture: Recognition can be a standalone practice or an integral part of an organization's culture. Incorporating formal recognition programs and tying monetary incentives to recognition helps reinforce the desired culture.

Authentic: Recognize that authenticity is crucial. Only about one-third of employees strongly agree that the recognition they receive at work is authentic, indicating significant room for improvement in making recognition more meaningful.

Equitable: Inclusivity plays a vital role in recognition. Unfortunately, the research reveals that only a small percentage of Black and Hispanic employees strongly agree that they receive comparable recognition to their counterparts with similar performance levels. Recognition should exemplify inclusivity within organizations.

Personalized: Personalize recognition experiences to enhance their effectiveness and impact. Shockingly, only 20% of employees strongly agree that someone in their current workplace has asked them how they prefer to be recognized.

The Gallup research on recognition programs emphasizes the crucial role recognition plays in promoting employee well-being and driving business success. As leaders, it's imperative that we prioritize recognition as a strategic initiative, understanding that its impact goes beyond just a feel-good gesture. It's a powerful tool that can transform organizations and ensure the well-being of our workforce. The full report provides valuable data and insights to help build a compelling business case for recognition or evaluation of the effectiveness of existing programs. So, ask yourself: Are there opportunities for your organization to enhance the recognition experience for employees?