We underestimate the power of recognition. Let’s dig into the science of high impact recognition that truly motivates. So first ensure fair pay and then motivate through the work itself. In fact, 84% of millennials view making a positive difference in the world as more important than professional recognition. Offering employee recognition through High Fives will be most impactful for employees who are paid fairly and have the autonomy to do challenging work that makes an impact. Leading management thinker and author, Alan Colquitt says that to reduce the carrots and sticks mentality we need to replace traditional pay for performance programs and bonus plans with strong base pay at or above market rate and other organization and team-based incentives like stock option plans. If you don’t pay people enough, they won’t be motivated. According to Pink, money should only be used as a motivator by paying people enough to take the issue of compensation off the table. With a better understanding of what motivates, we have a basis for being strategic about rewarding employees. Ask how we can provide the conditions within which people can motivate themselves. Instead, building on the research from professors Richard Ryan and Edward Deci, Pink shows that we can increase employee engagement and performance via internal motivators such as autonomy (our desire to be self directed), mastery (our urge to get better at stuff), relatedness (feeling a sense of belonging and connection to others) and purpose (making a contribution or putting a useful ding in the universe).ĭon’t ask how we can motivate people. However, contrary to what many think, science shows that carrots and sticks actually decrease motivation and can lead to poorer performance. Pink calls this motivating via ‘ carrots and sticks’. And even today, leaders try to motivate through financial incentives and external rewards such as pay for performance plans and bonuses. Traditionally money was thought to be the best way to motivate. According to Dan Pink, New York Times bestselling author, the truth about what motivates us is surprising. We can’t talk about recognition without talking about rewards, and we can’t talk about rewards without talking about motivation. How Recognition Fits Into Your Larger Employee Motivation Strategy Below, we’ll show how recognition fits into your larger employee motivation strategy and then we’ll dive into the positive psychology research backing the most popular feature in the 15Five system: High Fives. Unfortunately, according to Gallup, only one in three employees strongly agree they’ve received recognition in the past week and those who don’t feel adequately recognized are twice as likely to say they’ll quit in the next year. Grant explains that if someone thanks you for your help, you’re twice as likely to help them again in the future, and more than twice as likely to help someone else. Adam Grant, organizational psychologist, Wharton professor, and bestselling author, famously talks about the big benefits of a little thanks. Recognition also increases the likelihood for collaboration and support between employees. According to Gallup, individuals who receive recognition and praise are more productive, more engaged, more likely to stay with their organization, and receive higher loyalty and satisfaction scores from customers. In other words, it pays to have a positive feedback strategy. Science shows that high performing organizations sound different than low performing organizations and are far more supportive and complementary. – Strengthens relationships between employees especially helpful when used across teamsĮmployee recognition is not a nice-to-have, it’s possibly the lowest cost/highest impact practice that benefits your entire organization. – Feel valued and cared for, which inspires further helpful behavior – Improve psychological and physical health
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