Editor's Note: This article has been updated.
In today’s competitive job market, it’s more important than ever to show your employees and teammates how much you value them through personalized recognition. In fact, 53% of employees say that they would stay at their current job longer if they were shown more appreciation. And even as the “Great Resignation” recedes from the headlines, traditional workplace expectations have evolved, and there’s no turning back.
So, how can you, as an employer, adapt? The first step is bridging the gap between employees and employers by creating an environment where your team is able to express their concerns and needs. Giving employees a voice to express their needs is vital.
When the COVID-19 pandemic began, organizations immediately felt the pressure that remote work, loss of communication, and diminished social connection were causing. In the wake of the pandemic, we at Sparck Research Lab conducted a series of 500 Conversations with employees, gathering data and insights from each conversation. Even before the term “Great Resignation” was coined, we felt that change was brewing and examined the combined data from our interviews.
As a result, we’ve created a free workplace report that offers a valuable look at the factors driving this migration. What we found was groundbreaking...
Through our research, we identified a shocking amount of similarities that spanned across genders, position types, and industries. This information highlighted an important truth: regardless of their position or workplace, most employees are searching for the same basic needs.
Our study identified 5 key themes:
In this blog, we’ll provide a high-level overview of each theme, but if you want to dive deeper into the benefits of personalized recognition, be sure to check out our report!
As kids, many of us enjoyed playing Telephone with our friends – the game where you whisper something into one person’s ear, and they pass it on to the next, resulting in a jumbled message. Unfortunately, many employees today feel like they’re stuck in a similar loop.
With some employees working remotely, others back in the office, and some adopting a hybrid schedule, there’s a lack of consistency in communication. This situation has led to a common theme of employees feeling left out when it comes to decision making within their organizations.
Shockingly, only about 7% of employees are receiving accurate, timely, and open communication where they work.
Unlike the game of Telephone, effective communication needs to travel both ways. Employees should feel like they have a voice and that their opinions are heard within their organizations. In fact, a recent study showed that the entire “Great Resignation” movement could be summed up in four words: “Feedback that goes unheard.”
It’s absolutely crucial to give your employees a voice, and our free engagement survey can help you accomplish that. You won’t know what your employees’ thoughts are until you ask them. By giving your team a chance to share their feedback, you can improve communication and grow a positive workplace culture - as well as employee retention.
Another common issue we identified in our study is a lack of fairness and equity being upheld within an organization.
When considering the state of fairness and equity in your organization, it’s important to pay attention to what your employees value. Often leaders will look at the issue through their own perspective and neglect to focus on the areas that are the most valuable to their employees.
For example, some leaders may assume that implementing diversity and inclusion initiatives is enough to solve issues of inequity. While these steps are helpful and necessary, they might not entirely address the full concerns of their team.
During our research, we noticed that employees often witnessed favoritism within their organization; some team members would receive opportunities that others did not.
When employees feel like they are given the same opportunities and personalized recognition as their co-workers, they’re more likely to be motivated and loyal to your organization. In fact, 65% of employees agree that equality and inclusivity has a significant impact on their job satisfaction.
Do your employees know about the growth opportunities available to them within your organization? While employees need to feel like they have the same opportunities as others, they also need to be aware of them. Unfortunately, this is one step that’s often overlooked.
During our research, we studied the effects that offering growth and career development can have on overall employee satisfaction.
Without clear opportunities for professional growth, employees can begin feeling complacent or unsure of their long-term potential within their organizations. One study found that employees who were offered opportunities for development were 34% more likely to stay with their organization. This is why it’s essential to consistently share career advancement opportunities, whether it's a role change, promotion, a new committee, or a project, it will make a significant difference in driving employee retention and performance.
By showing your team how committed you are to their growth and professional development, you’re communicating that you value them and the work they do for your organization. In return, this can cultivate a sense of loyalty and boost your employee’s motivation to perform well by up to 15%.
Sparck Tip: To keep your top talent within your organization, consider their career path and goals before hiring them! This helps to ensure that they’re a good fit for your team not only for now, but also in the future.
It’s crucial to show gratitude through personalized recognition to your employees, especially during difficult times, such as transitioning from a remote work model to being back in the office. While your team is navigating the balancing act of keeping their personal and professional responsibilities taken care of, they need to feel supported and valued.
Unfortunately, our research revealed that many employees feel invisible within their organizations, which can lead to decreased motivation. To prevent this, it’s important to implement personalized recognition strategies that are specific to each employee’s unique preferences and needs.
We received an overwhelming response in this area of our research, emphasizing that the one-size-fits-all approach doesn’t work.
Everyone has different preferences on how they want to be shown appreciation as well as the rewards that would mean the most to them. By uncovering what resonates with each employee, personalized recognition can make the difference between a team member who’s searching for their next job and once that’s excited to help your organization grow.
When the COVID-19 pandemic first hit, many offices shut down and employees were forced to work from home.
However, it turns out that employees adjusted to remote work quicker than anticipated, and many now prefer working remotely (or to at least be given the choice). During our interviews, this topic came up countless times. Employees found a work-life balance that was previously difficult to achieve while working from the office full-time. They no longer had to choose between prioritizing home or work-life and could integrate both. For some, returning to the office full-time was no longer a viable option.
In fact, we saw this same trend in other research; about 39% of employees claimed they would consider quitting if they were not given the choice to continue to work from home.
The bottom line is that employees are now looking for options and a choice. The traditional workplace has now gone virtual, which means the war for talent is now spreading as geographic perimeters disintegrate. However, before making any big decisions, it’s important to consult experts in this space to make the best decisions for your organization.
Now that we have revealed some major employee concerns, you may be wondering what your next steps should be.
Fortunately, there are changes you can implement immediately! Make it a habit to regularly recognize your team for their contributions (remember, each person is unique so your personalized recognition approach will be different for each employee). Our #BeSeen Engagement Platform makes this easy by identifying each employee’s unique preferences and offering ideas for how to recognize them.
Giving your employees a voice can also help identify areas where your organization can improve. You’ll also be able to see where you’re excelling!
We know that time and resources are limited, which is why we provide a dedicated expert ready to help you begin implementing a personalized recognition strategy. We can help you get going with the #BeSeen Success Series to start seeing positive changes within your organization immediately.
To read our full research report and take a deeper dive into our findings, download our free report today!