79 percent of employees who quit their jobs claim that a lack of appreciation was a major reason for leaving
OC Tanner research makes it for depressing reading: 79 percent of employees who quit their jobs claim that a lack of appreciation was a major reason for leaving, while 65 percent of Americans claimed they weren’t even recognized one time last year.
David Novak, CEO of oGoLead, took it from there and elaborated on the topic of workplace recognition. He found even more evidence of what he calls “global recognition deficit”, with 82% and 88% of respondents feeling unrecognised for what they do by their line managers and their coworkers respectively, and 60% of respondents claiming recognition motivates them more than money.
The epidemic proportions of recognitions deficit may seem somewhat surprising, considering it is within management's power to fix and that simply giving recognition can have powerful potential impact on morale of employees, which can lead to significantly better results and higher profits.
An experienced executive, David Novak identified three barriers to recognition that prevent companies adopting a culture of appreciation and acknowledgement:
- You need to get used to giving recognition. It may feel awkward in the beginning, but practice makes perfect.
- Recognition should be deserved and many managers actually fear their team will be spoilt and expect to be recognised for everything, like just showing up to work. As a leader, you define the rules: be clear about goals, expectations, and behaviours you wish to reward.
- There is no time for recognition. David Novak claims time spent on recognition is one of the best investments a leader can make. He suggests making it an integral part of routine, so with time it feels natural process rather than an unwanted extra duty.