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TalentCulture | September 2, 2014

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Clearing Hurdles to Employee Engagement

Clearing Hurdles to Employee Engagement
Razor Suleman
Razor Suleman
by
May 10, 2013

Recognition is a key component of Employee Success. What gets recognized get repeated. Recognizing employees for hitting targets and exemplifying corporate values reinforces behavior that impacts the bottom line. According to recent research by Aon Hewitt, organizations with high engagement rates are 78% more productive than disengaged organizations. The powerful combination of engaged employees and brilliant performance is critical to business success.

But it’s not that easy. As with any major organizational initiative, there are obstacles to integrating recognition into company culture. Securing buy-in and participation is always challenging, especially when the program seems “touchy-feely.” But from what I’ve seen, recognition is a critical business tool.

It can seem perilous to mess with established customs, but creating a strategy around recognition makes recognition—and business—more effective. To guide you through the process and ensure you come out a winner, our team put together this infographic.

In general, we see companies encountering six main hurdles on their journey:

  • Employee participation
  • Making time
  • Securing executive buy-in
  • Engaging managers
  • Budget
  • Measuring success

Each one presents a unique challenge, but none are insurmountable. As with any obstacle course, the proper training, preparation, and team work will get you over the finish line and improve your bottom line. Check out the infographic for a guide to making your company a recognition winner.

Overcome the Obstacle Course of Disengagement

(Legal Note: Employee Success is a trademark of Achievers Corp.)

Feature Image Credit: Pixabay

  • http://www.bensimonton.com Ben Simonton (@BenSimonton)

    Great issue, Razor, getting rid of the obstacles. In my 34 years of managing people, 20+ as an executive, the biggest obstacle was use of the command and control approach to managing people.

    Command and control was the biggest obstacle because by its very nature it tended to demotivate, demoralize, and disengage employees. After I started to shift to its opposite, call it autonomy and support, performance began to improve. The more I shifted the better my people performed, eventually arriving at a level at least four times better than I had thought humanly possible.

    To say the least, I was amazed by what my people were able to do, actually stunned by their performance. They became able to fix anything needing fixing including strategy to say nothing of literally loving to come to work.

    Best regards, Ben Simonton

    • http://www.achievers.com Razor Suleman

      Thanks for your insights, Ben! We find the same thing here at Achievers – by doing our best to eliminate top-down hierarchy and opening up the lines of communication across departments and leadership teams, we’ve seen incredible results as far as engagement and motivation. I am constantly impressed by what my team is able to accomplish once they understand the business objectives and feel empowered to achieve their goals.

  • http://www.core-chat.com Maggie Frye

    GREAT post! Strategic recognition is key, which is why I love this article and find so much value in its content. Recognition schemes need to align with the priorities and values of the business in order to be effective. This infographic is outstanding.

    I posted a very quick read on Core Chat outlining 3 ways managers can make their recognition meaningful if anyone is looking for some quick tips http://core-chat.com/3-ways-to-make-recognition-meaningful/

    • http://www.achievers.com Razor Suleman

      Appreciate your comments, Maggie! Aligning your recognition strategy with business objectives and corporate values is one of the most effective ways to increase engagement and help your employees feel empowered to achieve their goals.