This is the time of the year when we take stock of what’s important and give thanks. And while the blessings we count are almost always centered on our personal lives, it’s not a stretch to be grateful for the things we like about our work. Here are 6 things that the happiest and most engaged employees are thankful for.
Workplace commitment is much stronger when the goals of the organization are in sync with the goals of the employee. If you are looking to create a symbiotic connection between your organization and your employees you need to know this: the top mechanism for uniting the strategic objectives of the company with the passions and values of its people is a consistent and steady flow of recognition, the kind that celebrates an employee’s contribution to the mission of the business.
Nothing makes an employee feel better about the job they do than the gratitude they receive while they are doing it. Salary, perks and benefits all have their place within the total rewards structure, but nothing makes an employee feel more important and more valued than recognition. Unfortunately, not enough employees get recognized at the rate they should. It’s not uncommon for employees to feel that their best efforts are routinely ignored. And that has consequences. Workers who do not feel appreciated are twice as likely to quit, usually within a year.
Leadership sets the tone for the organization. Corporate leaders devise the broader strategy and set global objectives. Those plans cascade down and define the roles of front line personnel. Sixty two percent of employees who plan to stay at their current jobs say they have “high levels of trust in their corporate leadership.” Conversely, employees who are actively looking for another job don’t have that same confidence. One out of every four employees who leave a company says a “lack of trust in leadership” was a driving factor.
Employees who feel trusted are given a wider berth to do their jobs. As a result, they are happier, more productive and less likely to look for a new position somewhere else. Seventy two percent of workers who are able to make decisions on their own say they are happy with their jobs. On the flip side, employees who feel they don’t have the personal leeway to apply methods that work for their own work styles are not too happy. Seventy six percent who feel that they have limitations against acting on their own say they expect to pursue new jobs in the coming months.
The impact a manager has can be one of the most beneficial (or damaging) influences that shape an employee’s attitude toward a job. But here’s the irony: while most managers say they are committed to nurturing great places to work, many come up short. Many but not all. The best show their employees that they are critical to the company’s success. They keep employees emotionally committed by acknowledging their efforts with recognition.
Just like they do in their own personal lives, employees find fulfillment when they are attached to others at work. Employees who have good relationships with their co-workers are 250% more likely to feel happier in the workplace. Social recognition helps to build up worker/colleague connections by giving employees the opportunity to show their appreciation for one another.