New employee engagement insights add to the bottom line. Here's a sneak peek...
"I trust my manager and my manager trusts me" — this sentiment establishes the emotional basis for effective recognition. Trust entails a leap of faith. It’s fast and simple to cross a chasm by jumping from one cliff to the other. But it’s only worth the risk if there’s a predictable and high chance of success, and a good understanding of the rewards that lie on the other side. From the employee perspective, trusting a manager means having confidence that the manager will keep the employee’s well-being at heart and recognize performance when (but only when) recognition is earned.
Rewards, Recognition, and Commitment
Beyond formalizing an employee value proposition (EVP), stay aware of how managers:
- Consistently educate your employees about each component of your EVP,
- Develop consistency between reward and talent management programs,
- Differentiate rewards based on employee performance,
- Train and coach your managers in the finer points of recognition and the power it gives to employee engagement — repeat and reinvigorate this training often, and
- Involve employees to create a culture of recognition at all levels of the organization.
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