Recognition builds your work community by celebrating life events. Such programs are open to all and thereby engage everyone in a social experience – creating a more inclusive culture where people want to stay. Operationalize them through a unified, cohesive employee recognition program. What’s the best way to give more than just lip service to your DE&I initiatives? The Workhuman survey findings bear this out: 72% of workers said that DE&I is “somewhat” or “very important” in their decision to stay with their current organization.Īnd – perhaps just as important – demonstrating a strong commitment to DE&I initiatives also has a significant impact on your ability to hire the kind of top talent your organization will need in the future. Knowing that an organization is genuinely committed to DE&I as one of its company’s values is a key consideration for many of your most valued employees. Making DE&I central to your organization’s DNA has a profound and very real power to attract and retain the kind of top talent your organization needs to thrive. Recognition supports and advances your diversity, equity, and inclusion (DE&I) initiatives. In short, when workers are recognized and thanked, they feel more connected and are more likely to stay with your organization – and that means fewer employees leave. ![]() When employees have a strong connection to company culture, it drives a sense of purpose and collaboration, reduces burnout, and is strongly associated with decreased employee turnover. Recognition strengthens connection to your company culture – while reducing burnout. That’s where the power of employee recognition can bolster an organization’s retention efforts.Ĥ ways recognition improves employee retentionĪ Workhuman ® iQ survey of 2,268 full-time workers across the U.S., Canada, and Ireland pointed to four reasons why recognition can help organizations improve employee turnover and keep their valuable talent.ĭownload the full Workhuman iQ Report for free! 1. In this dynamic, the need for connection and community is more critical – and more elusive. Of course, this all takes on a renewed importance and poignancy in a period when many employees are working remotely – either full- or part-time. Those factors – and others – add up to lower turnover. They also have stronger working relationships, and feel a sense of belonging. It points out that when organizations get recognition right, employees are more committed, engaged, and connected to their workplace culture. The report goes on to note that employees who receive recognition only a few times a year from a manager, supervisor, or other leader are 74% more likely to report that they do not plan to be at their organization in one year.Īs the Gallup report reminds us, employee recognition brings the “human” element to the workplace, setting the tone for the entire employee experience. ![]() When organizations fall short on showing employees they are valued, they risk losing their employees altogether.” When organizations fail to have a vibrant, intentional employee recognition program in place, the impact – including an increase in employee turnover – is large and far-reaching, not to mention expensive.Īs the Gallup report points out, “Experiencing consistently low levels of recognition is a drain on the employee experience and workplace culture that can have serious repercussions … That’s in addition to the cost-savings that accrue from boosted employee engagement and productivity. ![]() ![]() In one of the report’s most stunning findings, it found that creating a culture of recognition can save a 10,000-employee company up to $16.1 million in employee turnover costs annually.
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