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1、Create a culture of recognition in the workplaceA guide to keeping your company successful2CREATE A CULTURE OF RECOGNITION IN THE WORKPLACEA guide to keeping your company successfulHow modern employees want to be appreciated,and how managers can make their teams feel valued.Modern managers have many
2、 tasks,but one that sometimes gets sidelined is giving meaningful,effective employee recognition and frequent positive feedback.Your team works hard to bring their skills,smarts,and solutions to the tableand they want to know that their efforts have not gone unnoticed.Thats why weve created this com
3、plete guide to creating a culture of recognition in the workplace,to help you make a habit of it in your day-to-day with your team,and within your organization.Plus,we offer plenty of tips and ideas to improve your recognition strategy.3CREATE A CULTURE OF RECOGNITION IN THE WORKPLACEA guide to keep
4、ing your company successfulWHATS IN THIS GUIDE Why is recognition 4 important at work?The business impact 8 of employee recognition 5 steps to create a culture 12 of recognition Promoting peer-to-peer 19 recognitionGet to know Good Vibes 22CREATE A CULTURE OF RECOGNITION IN THE WORKPLACEA guide to k
5、eeping your company successful4Why is recognition important at work?Receiving recognition instills a sense of pride and purpose in people,and helps fulfill our most basic human need to feel valued.Modern employees bring their whole selves to work and apply themselves not only with their technical sk
6、ills,but also their passion and creativity.Simply put,work matters to people,and they want to feel that they matter to their team and their company,too.Since transitioning to a remote work approach,companies have been losing the human connection we were once all so accustomed to.This means that now
7、more than ever,its important to regularly recognize and communicate that all work thats done within your organization brings value and is worthy of appreciation(not just after a big win!).57%of employees feel impacted by working remotely,feeling that their work achievements are less noticed by highe
8、r-ups since shifting to remote work.From Officevibe dataCREATE A CULTURE OF RECOGNITION IN THE WORKPLACEA guide to keeping your company successful5The need for recognition,in numbers.Its no secret that theres a strong correlation between employee recognition and healthy workplace cultures.In fact,th
9、e truth is in the numbers.Our Officevibe Pulse Survey data shows a strong correlation between whether employees say their organization celebrates accomplishments and learnings and feeling that their organization trusts them to contribute to its mission.Heres what else our data shows:66%of employees
10、are satisfied with the frequency at which they receive recognition.25%of employees says their organization doesnt celebrate accomplishments or learnings.72%of employees get praise less than once a week.CREATE A CULTURE OF RECOGNITION IN THE WORKPLACEA guide to keeping your company successful6If reco
11、gnition is only given a few times a year at most,it can make employees feel as though they are not appreciated and need to work harder to be recognized.In order to have a positive impact,recognition should be given at least a few times per month.The benefits of recognition affect both the employee,a
12、nd the organization itself.This is especially true when the feedback is truly personalized.Go above and beyond things like reward programs and praise walls and recognize employees in an authentic,human way.CREATE A CULTURE OF RECOGNITION IN THE WORKPLACEA guide to keeping your company successful7Sta
13、rt building the habit of recognitionTo reap the benefits of a real culture of recognition,you need to move beyond just applauding wins.Embracing the learnings that come from mistakes also needs to become the norm.A company culture that commends hard work regardless of outcomes drives a sense of psyc
14、hological safety and personal investment from every staff member.This empowers people to be more innovative and think outside the boxa competitive advantage for any team.Creating this kind of environment on your team starts with building personal habits as a manager to make recognition and learning
15、a part of everyones day-to-day.Be intentional about acknowledging your employees hard work until it becomes a reflex,and share your own failures and learnings with your team.The more that you lead by example,the more that your team members will follow suit.8CREATE A CULTURE OF RECOGNITION IN THE WOR
16、KPLACEA guide to keeping your company successfulThe business impact of employee recognitionIn the purpose-driven modern workforce,having our contributions acknowledged is as important as ever.Receiving regular recognition at work impacts everything from peoples commitment to and investment in their
17、role,their relationship with their manager and with their peers,and even their perception of organizational structures and values.How do we know?When we look at our Employee Pulse Survey data,the strongest correlation between any 2 of our 26 Engagement Sub-Metrics is between Recognition Frequency an
18、d Happiness at Work.People want to feel appreciated for their efforts,and the frequency at which they receive this recognition is directly tied to their levels of happiness and motivation.9CREATE A CULTURE OF RECOGNITION IN THE WORKPLACEA guide to keeping your company successfulHowever,according to
19、Gallup,81%of senior leaders say recognition is not a major strategic priority for their organization.By not making recognition a priority,many organizations are missing out on achieving the benefits of the impact that regular recognition has on employees:56%less likely to be seeking new job opportun
20、ities3x as likely to feel loyal to their organization4x as likely to be engaged5x as likely to see a path to grow within their organization4x as likely to recommend their organization as a great place to work10CREATE A CULTURE OF RECOGNITION IN THE WORKPLACEA guide to keeping your company successful
21、 We also see a strong correlation between employees satisfaction with recognition frequency and:Feeling that their work is fulfilling.Having a sense of accomplishment in their day-to-day.Feeling that the feedback they receive helps them grow and develop.How they rate their peers contribution to achi
22、eving goals and objectives.Their general feelings about working with their direct manager.Feeling that their organization trusts them to contribute to its mission.How they feel their organization makes use of their strengths.11CREATE A CULTURE OF RECOGNITION IN THE WORKPLACEA guide to keeping your c
23、ompany successfulHow does your team feel about recognition?Our data shows that 34%of employees are unhappy with how frequently theyre recognized at work.Giving more recognitionand making it meaningfulis one of the most low-cost,high-impact things that managers can do to increase employee engagement.
24、In the next section,we talk about how.Track employee engagement with metrics like Recognition,Personal Growth,and Satisfaction on your team using Officevibe Pulse Surveys.To learn more visit 12CREATE A CULTURE OF RECOGNITION IN THE WORKPLACEA guide to keeping your company successful5 steps to create
25、 a culture of recognitionPrioritizing positive reinforcement goes for both your 1-on-1s with employees and addressing your team as a group.You want people to feel that their individual contributions are valued,and to see how this is amplified when they work together.These 5 steps will help you take
26、your employee recognition practices to the next level.13CREATE A CULTURE OF RECOGNITION IN THE WORKPLACEA guide to keeping your company successfulTipThe best way to find out is simply to ask.During your 1-on-1s with employees,make a point of asking them about their recognition preferences.Ask questi
27、ons like:Whats the best way for me to show you that I appreciate your work?How do you like to celebrate when you achieve a goal?Who do you like to receive recognition from the most?1.Learn employees preferencesPeople have different preferences when it comes to recognition.Some might enjoy receiving
28、public praise while others find a private exchange more personal.One employee might feel validated when they get lots of recognition while another may prefer that you save it for big moments.Getting to know your employees and how they like to receive recognition is the first step in making it meanin
29、gful.14CREATE A CULTURE OF RECOGNITION IN THE WORKPLACEA guide to keeping your company successful2.Be sincere and specificRather than doling out compliments for the sake of it,take the time to figure out what you appreciate before you speak.Were you impressed by your employees skills?Their quick thi
30、nking?Their courage?Their adaptability?Whatever the case,pinpoint it and name it clearly.Authenticity and specificity make recognition more powerful.Consider whats important to employees.When recognizing employees,its equally important to consider what you know about your employee,their goals,and th
31、eir values.Be specific about what impressed you,but connect it with what you know is important to them.Heres an example:“Great job presenting your new strategic direction to Sophia and Charlie the other day.You really did your research preparing it and it showed in your answers to their questions.I
32、know sharing your work in this way makes you nervous,and you were totally relaxed and confident in the meeting.”Tip15CREATE A CULTURE OF RECOGNITION IN THE WORKPLACEA guide to keeping your company successful3.Make it timelyIts never too soon to give recognition to your employees or your team,and the
33、re is always room to give informal recognition in your day-to-day.Celebrate when goals are met or big projects are completed,but dont forget to acknowledge everyones great work as theyre working towards these milestones as well.Letting people know that you see their efforts in real-time shows that y
34、oure paying attention,and that youre not just focused on results.Make time when youre in the thick of it.Its easy for everyone to stick to their tasks when your team is working towards a big deadline or crunching to hit a target.But these are the moments when bringing everyone together and sharing y
35、our appreciation can be the most motivating.Find 5 minutes to let your team know that their hard work and dedication are taking you in the right direction.Tip16CREATE A CULTURE OF RECOGNITION IN THE WORKPLACEA guide to keeping your company successful4.Highlight the impactEmployees want to feel conne
36、cted with their organizations purpose,and the best way to do this is by highlighting the impact their work has.Whether its reflected through business metrics,a delighted client,or supported teammates,showing how someones efforts contribute to greater objectives makes them feel like an asset.When you
37、re delivering recognition,always be sure to state why what theyve done was important.Support yourself with back-up.Whether its numbers based on team goals,a client testimonial,or the kind words of a colleague,having something to support your recognition can give it extra significance.Take a moment t
38、o find something tangible to better show people the outcomes of their efforts.Tip17CREATE A CULTURE OF RECOGNITION IN THE WORKPLACEA guide to keeping your company successful5.Centre your team around shared valuesWhen team members are all connected by shared core values,it offers a kind of North Star
39、 for everything from communication norms to collaboration practices and prioritizing initiatives.This not only contributes to healthy team dynamics and performance,it also serves as a reference point for recognition.If everyone is aligned on whats important to the team,they can easily point to these
40、 values when recognizing the good work and behaviour of other team members.Create a set of team principles.This is something we tried on our own team,and it completely shifted our working dynamics(in a good way!),not to mention our performance.Some tips to help you out in this exercise:Create the pr
41、inciples as a team.When everyone is a part of creating the principles,they feel more personally accountable to them.Practice using these principles in recognition.For example,if honesty is a principle,you might sayTip18CREATE A CULTURE OF RECOGNITION IN THE WORKPLACEA guide to keeping your company s
42、uccessful “I admired how transparent you were about your thoughts at our town hall today.”Come up with catchy one-liners for each principle to make them easier to reference in your day-to-day.For example,we now often bring up our principle of “calling out the elephant in the room”both as we do it an
43、d when we offer recognition to one another for having done it.CREATE A CULTURE OF RECOGNITION IN THE WORKPLACEA guide to keeping your company successful19Promoting peer-to-peer recognitionYour team wants your appreciation,but receiving recognition from peers is just as important.Teammates collaborat
44、e and strive towards common goals,and oftentimes they have more visibility on each others day-to-day than their manager does.This is why peer-to peer or social recognition is so meaningful;its coming from an equal who might have a deeper understanding of what goes into the work.We looked to our Offi
45、cevibe Survey and Feedback data to uncover some tangible takeaways for managers to promote peer recognition on their teams.88%of employees say their organization encourages peer-to-peer recognition.Officevibe Pulse Survey DataCREATE A CULTURE OF RECOGNITION IN THE WORKPLACEA guide to keeping your co
46、mpany successful20Peer-to-peer recognition rituals from employeesWhen asked if their organization encourages employees to give recognition to peers,88%of employees said yes.This is great news,but we wanted to learn more.So,we analyzed over 50K anonymized employee feedback messages about what organiz
47、ations do well or could do better to promote peer-to-peer recognition.Now,were passing these employee insights on to you with simple rituals you can establish on your team to help boost recognition among peers.Make a recurring meeting a recognition opportunityWhether its a daily,weekly,or monthly me
48、eting,employees recommend that managers make time for peer recognition during these recurring team moments.Reserve some time to close out one of your regular meetings by having each employee offer kudos to one or more of their peers.We suggest picking a meeting where youre discussing work thats been
49、 done,like a review or a retro,so that context is fresh in everyones minds.CREATE A CULTURE OF RECOGNITION IN THE WORKPLACEA guide to keeping your company successful21Create a dedicated space for peer recognitionEmployees want a dedicated space for peer recognition,and they want their manager to enc
50、ourage people to leave messages and lead by example by leaving their own.While you might not have an IRL whiteboard to write on,you can create a virtual one or start a new Slack/Teams/Yammer channel for peer recognition.We suggest including things like company values,team principles and goals,and cu
51、rrent projects to orient everyone around what binds the team.CREATE A CULTURE OF RECOGNITION IN THE WORKPLACEA guide to keeping your company successful22Get to know Good VibesNow that you know that recognition can help organizations reinforce their values and understand how they translate into peopl
52、es behaviors at work,its time to think about how to create a culture of recognition within your organization.This starts with the right approach,and even the right tools.At Officevibe,we created Good Vibes as a way to highlight positive efforts and give your employees a simple,human way to recognize
53、 each other.Considering that employees are receptive to receiving recognition in different ways,that peer-to-peer recognition should feel authentic and come from the heart,and that participation should be voluntary in order to feel genuine,its important to offer recognition in a way that suits every
54、one.CREATE A CULTURE OF RECOGNITION IN THE WORKPLACEA guide to keeping your company successful23Heres how Good Vibes does just that:Visibility where it counts Not everyone wants a public shoutout.Good Vibes prioritizes visibility between colleagues and managers instead of noisy praise walls or compe
55、titive rewards programs that dont celebrate human values and feel unauthentic.Fun and easy Good Vibes gives that little spark needed to connect us to our social instincts and spread joy with clever cues and engaging messages.Simply pick a card,tag a peer,and let them know how great they are.Goes wit
56、h the flow Get Good Vibes notifications in Slack or Microsoft Teams.Give props after your Pulse Survey prompt.We work where you work to keep things simple.As we touched on previously,one of the biggest downfalls of remote work is that workers feel that their accomplishments are far less visible than
57、 they were when working at the office.Having a tool like Good Vibes can help maintain the quality of the relationships we were accustomed to having in person.CREATE A CULTURE OF RECOGNITION IN THE WORKPLACEA guide to keeping your company successful24When good deeds and kind words are seen by peers a
58、nd managers,it can even help managers identify how team members feel about each other and celebrate their shared wins to encourage teamwork and engagement.Its also a great way to uncover achievements that may have otherwise gone unnoticed and build a better picture of employee performance.92%of team
59、 members are more likely to repeat actions they are recognized for.From Officevibe dataSend a Good Vibe todayOfficevibe is the incredibly friendly people-first employee experience platform your fresh,new way to engage,recognize,align,and enable world-class leaders and teams.A new approach to employee experienceGet started free