Once more with feeling
Topics: employee recognition, employee engagement, employee of the month, employee retention, employee satisfaction, productivity, employee productivity, employee appreciation, equal opportunities, performance, Customer Care, work life balance
Job satisfaction may retain employees, but the payoff for employers is productivity. It’s not until employees are inspired and engaged that they’ll want to do more than what’s required.
It's a “chicken or the egg” scenario. Which do you focus on employee satisfaction or employee engagement? The important thing is knowing there is a choice, and that’s because employee satisfaction and employee engagement are not the same things.
An engaged employee will tell you they’re satisfied with their job; however, a satisfied employee may not actually be all that engaged. Job satisfaction may retain employees, but the payoff for employers is productivity. It’s not until employees are inspired and engaged that they’ll want to do more than just what’s required. Here’s how to tell the difference between employee satisfaction and employee engagement – and why your focus should be on engagement.
We know how important employee recognition is coming from the boss, but how does it stack up coming from a peer?
While it’s important for managers and the Human Resources department to be on the lookout for up and coming talent within an organization, it isn’t the only way to identify potential leaders within your ranks. Peer recognition is now being touted as one of the best ways for top performers to gain a spot in the limelight. An article from Harvard Business Review put the magnifying glass on the correlation between peer recognition and unidentified leadership qualities. What they found buried in the peer recognition data is that employees who received high volumes of positive recognition from their peers are often the most collaborative players on the team: a trait highly associated with effective leadership.
It’s reinforcement that you should never hold fast to the tenet of “business as usual.”
How’s your budget? Have you funded it to the “money is no object” level so you can attract the top talent? Don’t be too upset if the answer is no.