{"id":23056,"date":"2023-01-02T08:45:46","date_gmt":"2023-01-02T14:45:46","guid":{"rendered":"https:\/\/www.aae.org\/specialty\/?p=23056"},"modified":"2023-01-10T12:35:48","modified_gmt":"2023-01-10T18:35:48","slug":"increase-retention-with-a-recognition-reboot","status":"publish","type":"post","link":"https:\/\/www.aae.org\/specialty\/increase-retention-with-a-recognition-reboot\/","title":{"rendered":"Increase Retention with a Recognition Reboot"},"content":{"rendered":"

\"\"
\nBy Sam Jenniges, M.S.<\/em><\/p>\n

There are few things as powerful as the simple act of letting someone know their work made a difference. In partnering with clients across multiple industries, I found how rarely that simple yet powerful act is actually occurring.<\/p>\n

One healthcare executive echoed this sentiment and summed up the state of employee recognition this way:<\/p>\n

“We do a lot with employee recognition, but like a lot of companies, it isn’t always seen that way by employees.”\u00a0 <\/em><\/p>\n

This speaks to a major disconnect happening between organizations with good intentions and employees feeling recognized.<\/p>\n

Good Intentions<\/strong><\/h3>\n

Only 14% of companies provide the necessary training for recognition delivery.1<\/sup>\u00a0Those directing the work of others have been poorly served in the area of employee recognition. No wonder it’s not occurring.<\/p>\n

Whether it ranges from the elaborate to a simple, or no-budget approach, most practices do what others are doing when it comes to employee recognition. Besides a few creative nuances, we look to each other to common methods. That can be a really good thing. But what if those common approaches are getting it wrong?<\/p>\n

What if it’s not the gift card, anniversary award, the mug, the public recognition that is making the difference?\u00a0 What if all that money, energy, and effort is wasted? According to Forbes, it largely is.<\/p>\n

Employee recognition is estimated to be a $46 billion dollar market with 87% spent on tenure awards, though such rewards have little impact on an organization’s performance.2<\/sup><\/p>\n

Why Effective Recognition Matters!\u00a0 <\/strong><\/h3>\n

Why do we need to get employee recognition right, where employees actually feel personally recognized? Isn’t just doing\u00a0something<\/em>\u00a0good enough? Take a look at the research:<\/p>\n

Prevent regrettable turnover.<\/strong>\u00a0Employees who feel their work is unrecognized are\u00a0twice as likely to quit in the next year<\/em>.3<\/sup> \u00a0Those who do feel their work is valued, are more engaged. Engaged employees are more likely to stay and refer others to your practice.<\/p>\n

Improve Quality.<\/strong>\u00a0Two-thirds of workers on effectively praised teams strongly agree that “quality is always a top priority” in their organization.4<\/sup><\/p>\n

Increase Productivity.<\/strong>\u00a0Teams who received effective praise increased their productivity by 31%.5<\/sup><\/p>\n

It’s the right thing to do.<\/strong>6<\/sup><\/p>\n

Why Are We Missing the Mark?<\/strong><\/h3>\n

Somewhere along the way, we’ve have gotten off track in four areas of employee recognition:<\/p>\n