Employee retention is a key goal for every company, but it’s important to drill down into this metric and make sure you’re doing a good job of identifying and keeping your top performers. times more peer recognition than the average employee. Tie recognitions to company values. MORE

Business is more than simply a collection of profit & loss reports, production facilities, websites, and other esoteric concepts. When a workplace is not as productive as it could be – when employees are dissatisfied or unhappy, unmotivated, or feel trapped with little opportunity for advancement or even anything to look forward to – the negative impact on an organization can be profound. Productivity can suffer. More employee reward and recognition programs. MORE

Recognition leads to higher motivation. Higher motivation leads to more productivity. Every leader should understand the psychology of employee recognition to get the most out of their team. So as an employee, if I do a good job on a presentation and get recognized for that by someone I respect (like my direct manager), I’ll want that feeling again. After receiving that recognition, I’m much more likely to try and do a good job on the next presentation. MORE

It also requires employee appreciation. Over 200,000 global employees were studied by the Boston Consulting Group , and the top reason they reported enjoying their work was, “feeling appreciated”. How do your employees like to be appreciated? MORE

A business isn’t anything without its employees. So in order for your business to be successful in the long term, you have to ensure your employees are consistently performing at their best. By focusing on employee engagement. More recognitions = higher employee engagement. MORE

But there’s a proven way to address this problem: focus on employee engagement. It’s clear businesses need to focus more on employee engagement and recognition strategies. By focusing on employee engagement and happiness, your bottom line results will improve as a result. MORE

Employee engagement is increasing in most factors, but we’re still falling short in recognizing employees and providing them with the tools to do the job well. Today, I’m following up with how to increase employee engagement based on the latest from Aon Hewitt. by Derek Irvine. MORE

According to a recent article in The Huffington Post , 3 out of 4 employees report that their manager is the worst and most stressful part of their job, and 50% of employees who don’t feel valued by their boss plan to look for another job in the next year. Micromanage employees. MORE

There’s an understandable sense of urgency in keeping people who provide nearly 200-400x the productivity of the average employee. Today, 89 percent of organizations have existing recognition programs in place. MORE

There are many factors that come into play when it comes to the satisfaction and engagement of employees. High turnover rates can cost companies big because, on top of the expense that goes into recruiting, replacing and training new hires, it can also lead to a lag in productivity. MORE

A recent study from researchers at the University of Warwick , cited by Entrepreneur magazine, revealed that happiness makes people 12% more productive. Optimal employee performance depends on the ability of employees to trust their organization. MORE

It may seem that there’s a danger of lost productivity during the holiday season, but rather than brooding over a half empty glass, management should capitalize on employees’ cheer. Your employees are your most valuable asset. Let’s read between the lines of that study. MORE

The recent focus on employee engagement has taught us plenty, including how closely tied employee engagement is to an organization’s success, and what happens in this disrupted, transformed workforce without engagement: our top talent moves on. By: Meghan M. MORE

Last year, the multinational professional service firm Deloitte conducted a survey that revealed that developing workplace culture and increasing employee engagement are the top priorities for Human Resource leaders. What Exactly Is Employee Engagement? MORE

What all strong, successful leaders know is that creating an employee-friendly work environment is good business. It only takes time and attentiveness to discover what needs you can meet to ensure your employees are leading unstressed, healthier, happier, and more productive lives. MORE

Research shows that it can be better to express gratitude than to receive recognition. Not only do recognition and gratitude have positive impacts on the health and well-being of employees, they can also increase engagement. The programs motivate employees and boost satisfaction. MORE

There has been a widely shared article going around for the past week about a study that supposedly shows that employee recognition is bad for productivity. The study involved field data from an awards program used at an industrial laundry plant. MORE

In 1929, jeweler Edward Maritz began distributing watches to corporations to give to their employees as rewards for sales and service. For simplicity’s sake, it’s tempting to fall back on rewarding employees with cash. They spur social recognition. MORE

According to Great Leadership , organizations with the highest quality leaders were 13 times more likely to outperform their competition in key bottom-line metrics such as financial performance, quality of products and services, employee engagement and customer satisfaction. MORE

Sometimes in the hunt for research, you come across a study that is too good to skip, regardless of how tangential the headline is to what you are actually looking for. MORE

With employees spending most of their time (some upwards of 50 hours a week) in the office, it’s should come as no surprise that HR leaders consider developing and nurturing corporate culture and employee engagement to be their number one challenge. By: Jessica Thiefels. MORE

Tanner Institute global research study found that all employees, regardless of age, are far more engaged, driven and connected to the company when they’re recognized for their contributions. Deepen engagement by holding younger employees accountable and building trust for older workers. MORE

With product and service information so easily accessible online, customer service can be can be a key differentiator for your business if delivered in a strategic way to add unbeatable value. Here at Achievers, one of our customers’ primary concerns is with employee engagement. MORE

Most of your company’s expenses are unavoidable, but employee attrition is one of the costs that you can have significant control over. Employee attrition can cost six to nine months’ worth of the departing worker’s salary, so it’s in your best interests to find ways to address employee attrition head-on. Research into employees quitting provides some actionable insights: Demographics most likely to quit. percent employee churn rate. MORE

When it comes to employee recognition most of the research focuses on the receiving end of recognition. Given the incredible benefits receiving recognition produces, this comes as no surprise. Think about what recognition requires. You can find the full study here. MORE

Studies on turnover estimate that when an employee leaves a company, it can cost the organization between 30 to 250 percent of that person’s annual salary due to factors like loss of productivity and other associated replacement costs. MORE

Make no mistake, an organisation that fosters an environment that motivates employees and rewards positive behaviours will attract the best talent, maintain a strong, positive culture and retain the rockstars that outperform the competition. Decreased employee empowerment. MORE

Business experts agree that an organization can have a great product, a bullet-proof business plan, and top-notch marketing, yet all of these components are not enough to ensure success. Without engaged employees, organizations will struggle to prosper. MORE

One of the best ways to improve your organizational culture is to ensure that your employees are engaged. Many studies have examined the state of employee engagement—and too often, it doesn’t look good. Public recognition. Peer vs. managerial recognition. MORE

The question of how to measure employee performance represents one of the last vestiges of old-school HR methodology. Old-school approaches to performance management, which view a single employee outside of the context of today’s team-based, networked workplace, no longer ring true. MORE

Did you know companies in the top quartile of employee engagement see significantly better business results than bottom quartile organizations? According to Gallup , engagement leaders see 21% higher productivity, 22% higher profitability and 41% higher quality of work. MORE

When a company’s values and approach to community match that of its people, they’re more likely to be satisfied with their jobs and, subsequently, more productive and engaged. People want their employers to invest in them, both as employees and as individuals. MORE

As a leader in your company, you already realize the importance of acknowledging your employees for their efforts and contributions. Not only does recognition from management foster morale and job satisfaction, it also reduces absenteeism while increasing retention. MORE

Two thirds of employees don’t believe senior leadership supports recognition programs. Unsurprisingly, 83 percent report their organization’s culture doesn’t support recognition. The evidence here will help recognition champions address the most common skepticism in the C-suite. MORE

Why do companies have such a difficult time saying “thank you” to their employees? but many companies do not have a culture where saying thanks and showing recognition is commonplace. I work for a company where recognition flows freely from managers and peers. MORE

When was the last time you appreciated an employee ? So how does one get employee appreciation right? Here are four informative articles so that the next time you recognize an employee’s performance, they are left feeling truly appreciated: 1. 2) Public Recognition. MORE

Employees are arguably the most important component of a successful business. Employees put a human face on the product, build relationships with customers, and define the work culture that feeds business performance – yet 32% of companies struggle to retain top talent. MORE