HRO Today July/August 2015 - 29

Employee Recognition
on the job, 80 percent say they love their job (compared
to only 71 percent of their unrecognized counterparts).
And when recognized during their second year on the
job, 78 percent of employees say they still love their
job (compared to only 55 percent of unrecognized
employees). Similarly, Globoforce found that 94 percent
of employees who are recognized in year two feel
appreciated and acknowledged by their managers, a
dramatic increase from 71 percent when employees were
not recognized.
Globoforce's research overwhelmingly proves that new
hires long for recognition and appreciation-without it,
disengagement and doubt can set in and dramatically
alter their perception of their job. The best way to quiet
these uncertainties is to show your employees that you
recognize their hard work and efforts, understand they
have basic human needs, and value them as a part of
your company.
Here are five ways to keep your employees' honeymoon
period alive:
1. Promote a human-focused culture in the workplace.
The advantages of creating a culture based on humanity
are abundant and vital to a company's success. Improve
your organization by showing your employees that
you appreciate their needs. This not only leads directly
to higher employee performance, but it also helps to
create a strategic, competitive advantage. According to
Globoforce's Fall 2014 Workforce Mood Tracker survey, 69
percent of employees reported being highly engaged in
their work when aspects of the human experience were
promoted in their company, compared to only 28 percent
when they were not.
2. Foster workplace relationships. Employee engagement,
trust in leaders, satisfaction, and loyalty to their company
are all dependent on the number of friends an employee
has at work. The more friends employees have, the more
committed they are to their companies. This is proven in
Globoforce's Fall 2014 Workforce Mood Tracker survey,
which shows that 71 percent of employees with friends
at work reported loving their companies, compared to 24
percent without close associates. In addition, 69 percent
of employees with friends at work reported being highly
engaged in the office, versus 28 percent without strong
connections. In order to encourage these relationships,
organize regular company outings, or encourage
employees to take lunch breaks with colleagues.
When recognized during
the second year, 78
percent of employees
say they still love their job
compared to 55 percent of
unrecognized employees.
3. Offer job mobility. New employees especially love
having the freedom to alter their work schedule based
on personal wants and needs. Organizations should
consider letting employees experience this freedom,
within reason. Offering flex time and the ability to
work from home can increase overall productivity and
satisfaction among workers. Satisfied employees lead to
happy employees that stay at their jobs and work harder,
improving outputs on all fronts.
4. Support development. Starting a new job can be a
nerve-wracking experience, but having a mentor along
the way can ease the transition immensely. Managers
should be available to answer questions and offer
advice when needed. New hires will certainly value it.
Familiarize and understand employees' career ambitions
and find ways to ensure their projects align with these
long-term goals. Mentors who take time out of their day
to better team members lead to a relationship of mutual
respect and trust.
5. Say thank you on a regular basis. There is significant
power behind the words thank you. When employees
feel appreciated, they not only work harder, but they are
more inclined to trust each other and their leaders. Plus,
they are more motivated and engaged in their work, and
they feel a larger sense of meaning in their work. Don't
wait until an employee's annual review to tell them you
appreciate them; thank them 365 days a year in order to
show your commitment to their happiness.
Derek Irvine is the vice president of client strategy and consulting at
Globoforce.
JULY/AUGUST 2015
| www.hrotoday.com
[29]
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HRO Today July/August 2015

Table of Contents for the Digital Edition of HRO Today July/August 2015

HRO Today July/August 2015 - 1
HRO Today July/August 2015 - 2
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