Whether you’re rewarding for effort or gifting for staff motivation, individualisation of recognition is key!
The global leading experts on engagement research (Gallup) have shown in their latest analysis of 10,000 workgroups in 30 industries when it comes to recognition, individualization is paramount and many people prefer tangible rewards or gifts. In order for recognition to be meaningful, it must be tailored to the recipient’s preferences.
GetGifts reward and recognition programmes gives employees a choice over their own reward; one that is personal, relevant and individual to them.
Contact us for a free consultation on a tailored staff motivation and recognition programme for your organisation
Why is Reward & Recognition important? Some statistics;
- Organisations with recognition programs that are highly effective at enabling employee engagement had 31% lower voluntary turnover than organisations with ineffective recognition programs. (Bersin by Deloitte, The State of Employee Recognition, 2012)
- Companies with strategic recognition reported a mean employee turnover rate that is 23.4% lower than retention at companies without any recognition program. (SHRM/Globoforce Employee Recognition Survey, 2012)
- In these environments, [where opportunity and well-being are part of the culture) strong manager performance in recognising employee performance increases engagement by almost 60%. (Towers Watson, Turbocharging Employee Engagement: The Power of Recognition From Managers, 2009)
- Organisations with strategic recognition programs in place exhibit 28.6% lower frustration levels than companies without recognition programs. (SHRM/Globoforce Employee Recognition Survey, 2012)
- Recognition for work was one of the top five drivers of (candidate) attraction in the UK, and was tied as the top attraction in the EU. (Towers Perrin, 2004 European Talent Survey)
- When companies spend 1% or more of payroll on recognition, 85% see a positive impact on engagement. (SHRM/Globoforce Employee Recognition Survey, 2012)
- Our research finds that those organizations with the most mature employee recognition approach are 12 times more likely to have strong business results (Bersin by Deloitte, The Employee Recognition Maturity Model, 2012)
From an article by Jessica Lee, an Organisational Psychologist who works internationally specialising in Learning & Organisational Development. She is founder of Jessica Lee Consulting Advancing Business through Psychology – www.jessicaleeconsulting.com