Collection of Compelling Research on Employee Recognition

Over the last few years we have collected many quotes on statistics about employee recognition and employee engagement.  Taken as a whole they seem to be formidable evidence that employee recognition is a valid business strategy.  Viewed one at a time most of these would require additional facts to determine if employee recognition was a valid way to improve engagement.  Viewed collectively however they certainly make a valid argument why your organization should consider employee recognition.

Here are a few of those quotes tats that we feel have merit when considering a program for your company:

“Career opportunities, recognition, and organization reputation are consistently top engagement drivers.” (Aon Hewitt, Trends in Global Employee Engagement)

“The number-one reason most Americans leave their jobs is that they don’t feel appreciated. In fact, 65% of people surveyed said they got no recognition for good work last year” (Gallup, Tom Rath and Donald Clifton, How Full Is Your Bucket? Positive Strategies for Work and Life)

“Organizations with recognition programs which are highly effective at enabling employee engagement had 31% lower voluntary turnover than organizations with ineffective recognition programs.” (Bersin by Deloitte, The State of Employee Recognition)

“Only 14% of organizations provide managers with the necessary tools for rewards and recognition.” (Aberdeen Group, The Power of Employee Recognition, 2013)

“60% of Best-in-Class organizations stated that employee recognition is extremely valuable in driving individual performance.” (Aberdeen Group, The Power of Employee Recognition)

“41% of companies that use peer-to-peer recognition have seen marked positive increases in customer satisfaction.” (SHRM/Globoforce Employee Recognition Survey)

“46% of senior managers view recognition programs as an investment rather than an expense." (WorldatWork, Trends in Employee Recognition)

“Being able to track the effectiveness of engagement and recognition efforts can help organizations better align engagement with business objectives and improve performance.” “43% of Best-in-Class organizations have access to metrics on recognition efforts, compared to 18% of All Others.” (Aberdeen Group, The Power of Employee Recognition)

“Companies with strategic recognition reported a mean employee turnover rate that is 23.4% lower than retention at companies without any recognition program.” (SHRM/Globoforce Employee Recognition Survey)

In 2013, “67% of Best-in-Class organizations have a formal recognition program in place, compared to 58% of Best-in-Class organizations in 2012.” (Aberdeen Group, The Power of Employee Recognition)

"In those environments where opportunity and well-being are part of the culture, strong manager performance in recognizing employee performance increases engagement by almost 60%." (Towers Watson, Turbocharging Employee Engagement: The Power of Recognition From Managers)

"Organizations with the most sophisticated recognition practices are 12 times more likely to have strong business outcomes." (Bersin by Deloitte, The State of Employee Recognition)

"Peer-to-peer recognition is 35.7% more likely to have a positive impact on financial results than manager-only recognition."   (SHRM/Globoforce Employee Recognition Survey)

"Praise and commendation from managers was rated the top motivator for performance, beating out other noncash and financial incentives, by a majority of workers (67%)" (McKinsey Motivating People, Getting Beyond Money)

"Organizations invest in recognition in a big way – spending roughly 1% of payroll on recognition activities." (WorldatWork, Trends in Employee Recognition)

"When companies spend 1% or more of payroll on recognition, 85% see a positive impact on engagement."  (SHRM/Globoforce Employee Recognition Survey)

"In those organizations in which individual employees or teams are recognized, the entity’s average core for employee results was approximately 14% higher than in organizations in which recognition does not occur." (Bersin by Deloitte, The State of Employee Recognition)

"Recognition is an important psychological need. Employees who know that they will receive recognition for acting on the brand promise will have a strong incentive to do so". (Gallup, State of the American Workplace)

"Our research finds that those organizations with the most mature employee recognition approach are 12 times more likely to have strong business results" (Bersin by Deloitte, The Employee Recognition Maturity Model)

"When asked what leaders could do more of to improve engagement, 58% of respondents replied “Give recognition.” (Psychometrics, A Study of Employee Engagement in the Canadian Workplace)

For more information on Ultimate Choice Inc.’s products or services or other white papers please contact us at Ultimatechoiceinfo@cox.net