Blog

Why employee recognition matters and how to effectively deliver it.

In my two previous columns (Creating a Great Employee Experience and Why RESPECT Matters), I introduced the RESPECT taxonomy of what employees most want from their employer and shared research revealing the customer loyalty and financial gains to organizations for delivering RESPECT (Recognition, Exciting Work, Security, Pay, Education and Career Growth, Conditions, and Truth).

Organizations displaying high RESPECT—the organizational attributes employees most want—deliver outsized external and internal performance.

In my last column, I shared research that revealed what employees most want from their employers. Research involving a representative sample of more than 200,000 employees in 27 countries identified these seven organizational attributes:

I devoted last year’s Talent Tips columns to the employee-centric manager and the benefits that accrue to employees and the broader organization when managers understand and deliver what employees most want from them.

Assessment, motivation to improve, and following through with on-target development experiences are critical.

In my September column, I shared research results showing that 67 percent of a manager’s overall effectiveness can be explained by how they are rated on the eight attributes that define an employee-centric manager. This means the best pathway for managers seeking to improve their overall effectiveness is to become more employee-centric.