(2) Improve manager-employee relationshipsRelying on annual appraisals or annual engagement surveys alone will allow resentment to fester. Many employees cite managers as the root cause of them handing in their notice or underperforming, so it is essential to build a healthy relationship between manager and employee. Staff recognition, via a well-managed platform, gives managers the tools they need and a constant reminder to showcase great work and thank their team members. When employees feel appreciated, the effect on their productivity can be remarkable. Harvard Medical School reports: ?Researchers randomly divided university fundraisers into two groups. One group made phone calls to solicit alumni donations in the same way they always had. “The second group, assigned to work on a different day, received a pep talk from the director of annual giving, who told the fund-raisers she was grateful for their efforts. During the following week, the university employees who heard her message of gratitude made 50 per cent more fundraising calls than those who did not.? Recognition data is also a useful performance management indicator. If an employee has been recognised by peers for good work ten times in the past month, clearly recognition for good performance is in order. If an employee received no recognition, there may be an engagement issue to be addressed. Line managers can also maximise the impact of staff recognition platforms by adjudicating peer nominations and presenting monthly awards to employees in person, in public. On the next page, read how staff recognition can create bonds between top management and employees.
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