Posts
That’s probably why I liked the recent findings I came across from the Kenexa Research Institute through People Matters. They’ve certainly found that rewards and recognition are important drivers of engagement over the last few years. However, a pattern has emerged which clearly differentiates the impact made between rewards and recognition.
On their survey Rewards are measured by questions like:
* “I am paid fairly for the work I do;”
* “If I left my current job, I would be able to find another job that paid me similarly or better than what I earn now;”
* “Overall I am satisfied with my pay.”
Recognition was addressed by questions such as:
* “I regularly receive the recognition I deserve;”
* “My Manager provides me with regular recognition for my work;”
* “Where I work, employees are recognized for delivering outstanding customer service.”
Note from the following table that since 2008 Rewards no longer appear in the Top 10 Engagement Driver list, whereas Recognition has maintained a strong foothold.
Rewards vs. Recognition
| Year | Rewards | Recognition |
|---|---|---|
| 2007 | Top 10 Engagement Driver | Top 10 Engagement Driver |
| 2008 | Not on Top 10 List | Top 10 Engagement Driver |
| 2009 | Not on Top 10 List | Top 10 Engagement Driver |
This could be a result of the economic downturn where rewards were unstable or completely unavailable. I am hopeful this is also a demonstration of the permanency of the power of Recognition even during tough times.
It only reinforces the fact that recognition practices need to be enhanced in the skill sets of our leaders and managers. When recognition programs are utilized they must be designed far more strategically and with a strong Recognition focus versus simply a Reward paradigm.
If you need assistance with a Recognition Discovery and creating a Recognition Roadmap, simply call us at 877-336-9601. We'd love to help you make Recognition a Top 10 Engagement Driver for you.
No comments:
Post a Comment