If you thought generous salaries and good benefits were the most important driving factors for a well-motivated team of staff, think again.
While these factors certainly do help, human psychology is a strange thing. Over and over we have seen statistics that proved beyond doubt that the one thing that drives employees, encourages active engagement and ultimately creates a productive environment is when those employees feel heard, recognised and valued. Employees need a sense of purpose and they need to know that the job that they are doing day after day is making an impact on the organisation they’re spending the majority of their time at.
The latest statistics from OfficeVibe show once again that Employee Feedback is critical to happy and motivated workforce, low staff turnover and ultimately a productive team.
- 39% of employees report that they don’t feel appreciated at work.
- 9% turnover in companies that don’t provide regular employee feedback.
- Employees are twice as likely to be disengaged if they feel ignored by their employer.
- Employees are 30 times more likely to be actively engaged where their employers focus on their strengths.
- 4/10 workers are actively disengaged if they get little to no feedback.
- 43% of actively engaged employees received feedback at least once a week, compared to 18% with low engagement
- 65% of employees said they wanted more feedback.
- Only 58% of managers believe they give enough feedback.
- 98% of employees will fail to be engaged if they receive little to no feedback.
- 69% of employees said they would work harder if they felt that their efforts were recognised.
- 78% of employees said that being recognised motivates them in their job.
Creating a sense of purpose
International statistics are also showing a new and interesting trend. Apparently the millennial generation are looking for higher levels of fulfilment in their work. Young, talented candidates are attracted to organisations that clearly communicate their purpose and are not just focused on profit. So that being said, and with the Employee Appraisal and Feedback forms in place, what are some of the other practical ways in which Employees can be actively engaged?
Subtle, yet powerful engagement
- Provide generous praise – Not just one on one, but in front of other employees as well.
- Encourage teamwork – Even more daunting than letting down your manager is letting down your team of your co-workers. International company leaders are reporting significant results from allowing people to work together as teams on an equal level as their co-workers.
- Make it look like their idea – Employers who have mastered the subtle art of putting suggestions forward and then asking employees for their thoughts will notice that employees actually end up taking ownership of the idea rather than feeling that they are being dictated to.
- When things go wrong – Company leaders who avoid direct criticism are reporting better results. When employees feel that they are getting the opportunity to discuss the problems instead of having a finger pointing session take ownership of the problem and the solution.
- Highlight your top performers – When you set the bar high, people are motivated to show you what they can do. In many cases employees don’t want to let down the person who has put their trust in them.
- Recognition and small rewards – A surprise lunch invitation from the boss or a small gift of thanks for a job well done can have an overwhelming and lasting impact on any employee.
- Socialise – Don’t wait for the year-end party. Employees who feel part of a happy team, and socialise with co-workers and supervisors on a regular basis start to feel like they are part of a tribe. In short, no one wants to let the tribe down.
- Share the highs and the lows – People need to care. Being honest and transparent with your employees will not only motivate them, when things go wrong they will want to go the extra mile to help solve the problem.