Disengagement in the Workplace
Employee disengagement is when an employee feels no sense of loyalty or commitment to an organization. Disengaged employees:
· Perform at the bare minimum.
· Are more frequently absent.
· Avoid teamwork.
· Do not participate in discussion.
According to a Harvard Business Review report, disengaged employees cost employers between $450 to $550 billion per year. As an organization, it is important to understand what causes disengagement. A common misconception surrounding the workplace is that the leading cause of disengagement is pay, however years of research and surveying states otherwise. According to multiple sources, the most common cause of disengagement is: Lack of Recognition.
Why is Recognition Important?
Employee recognition is the open acknowledgement of employee efforts, that go beyond normal expectation, to contribute to an organization’s goals and values.
Appreciation is a fundamental human need. Employees respond to appreciation expressed through recognition of their good work because it confirms their work is valued by others. Recognition benefits the employer, as it increases the level of productivity at work, reduces turnover, generates higher profit, and increases customer satisfaction.
So, now you understand the link between disengagement and recognition and why it is important in the workplace. But how do you effectively and consistently
recognize employees? Recognition comes in many shapes and sizes. It is best practice to use more than one method of recognition. This is because diverse personalities are motivated by different forms of recognition and different methods also produce varying results.
Peer recognition gives employees an outlet to exchange feedback, praise, and gratitude. Encouraging employees to recognize each other creates an environment where peer support can thrive. When one employee recognizes their colleague for a job well done or a great contribution to a team task, that staff member is then far more likely to go and recognize someone else, and the cycle of recognition continues. This increased communication leads to an enhanced teamwork and positive company culture.
When leaders make employees feel valued and supported, they have a positive impact on overall employee satisfaction. This positive impact empowers and mentally strengthens employees, giving them resilience against the demands of the job. The more leaders build their employees’ resilience through recognition and positive feedback, the more employees have the strength and motivation to handle the challenges that come along the way. Leadership recognition creates a relationship of trust between employees and management. Staff becomes more reliable and productive without the need for micromanagement.
How to Recognize the Right Way with Quarto
Quarto offers both peer and leadership recognition through a strategically designed system called Kudos.
Whether peer to peer or from management, users can send a written appreciation or congratulatory message to others which will display on a Kudos landing page for all users to see.
Performance badges can also be earned by meeting specific goals set by the company. This opens the eyes of leadership to employees who are active in contributing to the common goal of the company.
Rewards are a tangible form of appreciation and have numerous benefits. Incentivizing employees increases drive and motivation to be successful and creates a culture of high performance. However, this can be tricky if rewards are not regulated and consistent. Quarto alleviates the hassle by limiting how many points can be distributed and received. Points are redeemable for gift cards.
Through Quarto’s recognition and rewards system, companies can resolve disengagement, recognize the right way and benefit by enhancing culture and productivity.