Benefits of Employee Engagement and Recognition

 

Benefits of Employee Engagement and Recognition

 


As per De cenzo & Robbins (2010) Monetary and non-monetary rewards has a major effect on employees’ job motivation and their satisfaction level towards the job.As per  Haile, 2009; Severinsson & Hummelvoll, 2001) Recognition plays a major role and it could be simply classified as appreciating and accepting their hard work. (Caligiuri et al., 2010; Nelson, 2005; University of Iowa, 2009) According to Gostick and Elton (2007), It could even be in the form of a personal note to show how important that employee is.

The need for recognition

If organization recognize individuals and appreciated them , They feel they are asset to the company and their talents ., skills are more valuable to the company’s sustainability .The employers feeling if fulfill  they start producing better results. (Daniels, 1999; Darling et al., 1997; Nelson, 2005; Gostick & Elton, 2007). With the help of a survey of 200,000 employees, it has come to knowledge  that when an employee recognition is done properly, many business development plans or ideas could be put forward, reducing unplanned leaves, punctuality increases and more space for efficiency and accuracy at work, Gostick and Elton (2007).

Recognition or appreciation of one’s work could lead to job satisfaction and build self-confidence (Keller, 1999).  According to Allen and Helms’ (2002) research’s finding has come to light that regulation appreciation could help the organization achieve goals and targets.

Ways of recognition

Recognizing or accepting of an employee’s hard word doesn’t necessarily have to be of monetary value. It could be a way of mentioning the individuals name is the team meeting, huddle or even in a firm wide email. Posters, banners or even in a notice board in the front area of the office premises would help employees feel appreciated (Darling et al., 1997; Nelson, 2005; University of Iowa, 2009).

According to the leading BPO company which I working currently ,employees could be recognized in many ways.

• Top employee of the month
• Employee recognition programs

• Firm wide email/social media
• Company’s magazine or journal article

 


References
Caligiuri P., Lepak D. and Bonache J. (2010). Global Dimensions of Human Resources Management: Managing the Global Workforce, Hoboken, NJ: John Wiley & Sons, Inc.

Keller J. M. (1999). “Motivational systems”, in: H. D. Stolovitch & E. J. Keeps (Eds.), Handbook of Human Performance Technology (2nd ed.), San Francisco: Jossey-Bass/Pfeiffer, pp. 373-394.

R, H. (2019). 7 Awesome Methods for Employee Recognition. [online] The 6Q Blog. Available at: https://inside.6q.io/7-awesome-methods-for-employee-recognition/ [Accessed 26 Sep. 2019].


Comments

  1. Usama IqbalMay 7, 2022 at 1:24 AM

    52.5% of employees want more recognition from their immediate manager.
    Source: Recognition in the Workplace, Quantum Workplace and BambooHR.
    The #1 reason most people leave their jobs is a lack of recognition.
    Source: Gallup. Organizations with recognition programs had 31% lower voluntary turnover than those without.
    Source: Bersin by Deloitte.
    Organizations with recognition programs in place experience 28.6% lower frustration levels than those without.
    Source: SHRM Globoforce Employee Recognition Survey

    ReplyDelete
    Replies
    1. Piyumi DissanayakeMay 14, 2022 at 10:47 AM

      A strong manager-employee relationship is a crucial factor in employee engagement and retention formula (Penna, 2007). Further Penna (2007) states meaning at work has the potential to be a valuable way of bringing employers and employees closer together to the benefit of both where employees experience a sense of community, the space to be themselves and the opportunity to make a contribution, they find meaning. Employees want to work in the organizations in which they find meaning at work .

      Delete
  2. H Harshani SriyanthikaMay 7, 2022 at 1:30 AM

    Agreed, It is proving the importance of recognition is to motivate employees while aligning and allocating their job roles, and goals within the organization (Dropulic, 2014).

    ReplyDelete
    Replies
    1. Piyumi DissanayakeMay 14, 2022 at 10:45 AM

      The absence of motivational factors does not prove highly dissatisfying but when present, they build strong levels of motivation that result in good job performance (Baah & Amoako, 2011).

      Delete
  3. Employee Motivation ChathurikaMay 13, 2022 at 9:37 PM

    I agree with above comments and further Employee engagement increases productivity, creates a better and productive work environment, and reduces employee turnover. Engaged employees want good communication with their superiors, work that has purpose for them and motivates them, and a safe working place. When these conditions are met, employees become engaged and as a result Organization will yield better financial results, employees will be proud of their organizations, and demonstrate enthusiasm (Caplan, 2013).

    ReplyDelete
    Replies
    1. Piyumi DissanayakeMay 14, 2022 at 10:49 AM

      According to (Armstrong, 2006) reward is anything that could retain an employee in an organization ,it could be in the form of benefits, increments, training and developments or complement. Further It can be monetary reward or non-monetary reward. Organizations are free to decide what sort of a reward should be given to their employees in order to enhance the engagement level.

      Delete

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