Employees want to be recognized and they need to know they are making a difference. These two things are the greatest drivers of employee satisfaction; unfortunately, a majority of workers never hear words like “thank you” from their bosses. While most bosses think that money will motivate employees, author Bill Sims explains why positive reinforcement is more important.
The best employers know this: occasional praise goes a long way.
Employers should make sure to recognize employees regularly, not just when something goes wrong. Recognition can come with a simple thank-you note or an email telling them about how valuable they are as part of your team.
“It’s easy for managers to focus on what went wrong,” Sims said. “But if you don’t show appreciation when things go right, then people will stop trying.” And that means lower employee productivity and higher turnover rates in the future.”
Managers need to figure out what motivates their workers before expecting any commitment from them.
“It’s about finding out what makes people tick,” Sims said, “and then allowing them to do it.”
-Green Beans & Ice Cream: The Power of Positive Reinforcement by Bill Sims (2012)
CEOs want their workers to be grateful for the job and all that they have. But what about when employees are unhappy? It may seem counterintuitive, but a recent article in Forbes Magazine points out that money isn’t as powerful a motivation tool as one might think. In fact, it has been shown time and again that happy workplaces with good managers who provide positive reinforcement see better performance from employees than those who offer higher pay or lower workload – even if people are doing seemingly menial tasks like scrubbing toilets.
By recognizing employees and providing them with the ability to have a sense of achievement, this will allow for higher employee morale, greater retention rates, better performance; in short, it’ll make your company more competitive than ever before.
Money can’t buy happiness or keep people from leaving: It all starts with management styles that actually involve their employees.
How do you tap into the mind of your employee?
By recognizing employees and providing them with the ability to have a sense of achievement. What are some ways managers can satisfy their employees need for recognition? Here are ten ideas:
-Create a list of quarterly goals each individual should be working towards and share it with them at the beginning of every quarter (that way they know what to work on)
-Give your employees the opportunity to be creative and/or come up with new ideas for work
While money is important, what truly keeps people engaged are things like the ability to feel good about themselves or that sense of achievement that can’t exist without management styles that actually involve them!
-Acknowledge employees’ achievements (and be specific about what you appreciate)
-Encourage collaboration and creativity
-Provide a work schedule that is flexible, with time for personal life
-Offer opportunities to learn new skills or do different tasks
Employees should be able to earn opportunities for training and advancement based on performance, not just monetary rewards.
-The best strategy is to use verbal recognition for employees in addition to publicizing their accomplishments across other channels such as company newsletters, dashboards, during team meetings and social media
-Employees who consistently perform at the highest levels might earn special privileges.
– Try offering a standard bonus or gift package and rewarding people with non-monetary awards, extra cash bonuses, holiday gifts or recognition for outstanding
-It’s important to recognise how people have outside interests because it prevents them from just feeling like a cog in the machine. It’s also important that they are rewarded for their passions.
Positive work culture
Addressing needs for belonging in the workplace is all about creating a positive work environment.
Employees who feel more valued and respected are less likely to leave, which creates happier customers. This means that you can invest more time into developing these relationships with employees if they’re happy on the job because it pays off in other ways than just cash rewards alone.
“Positive reinforcement does more to strengthen and develop the company culture than cash.”
– What Employees Want from Employers: The Two Greatest Drivers of Employee Satisfaction by Bethany Mayer (2018)
“+ an organization’s capacity to provide its members with what they need most – meaning, esteem, sense of accomplishment, meaningful contribution.” – Self Determination Theory by Edward L. Deci & Richard M. Ryan
What can managers do in order to encourage this type of environment throughout the workplace? It starts by being mindful. Remember: it’s not enough just to have these conversations – people need genuine assurance they are valued at every step along the path. Showing appreciation and interest will build trust which leads back into all those great benefits.
Simply being present can go so far with people who may be feeling down about their work situation or frustrated because they don’t feel like they are given enough opportunity to succeed.
Here are a few great ideas:
– Asking how they are doing and really listening to the answer with an open heart, without feeling like we have anything else planned for when it’s our turn to talk again. This can be hard if you’re busy! But worth it too because research has shown time and again that empathy reduces stress levels while improving performance on difficult tasks of all kinds.” –Dr. Stephen Mihm, University Professor at Florida State University’s College of Business Administration”
– Share internally-relevant information so that others know your team inside and out. Ask for feedback from other members outside of your department.
– Offer constructive criticism instead of focusing on the negative – help employees see potential solutions based off of their feedback
Provide opportunities for growth
Providing opportunities for growth is the most important thing you can do to retain your employees. It doesn’t matter how much money a company offers, if an employee feels like they don’t have any room to learn and improve their skillset in their current role then they will eventually leave for another opportunity that will provide them with more chances to grow.
To combat this problem, companies must provide an environment where employees feel confident about taking on challenges and know they are appreciated by management when they succeed. A company should set internal benchmarks so each individual knows his/her goals and how he/she compares with coworkers; people want a sense of accomplishment both in terms of their own performance and that of the team.
The first key aspect of a development opportunity is your team member needs to be experiencing new skills and outside of their normal role.
If your employee is interested in a specific aspect of their career, developing that interest should be the next step. For instance, if they are enthusiastic about marketing and want to learn more about sales or business operations, encourage them to take on some responsibilities related to those particular topics.
Giving employees opportunities for professional growth will make them feel valued because you care enough about them as an individual not just as part of a team; it can also help identify future leaders within the company who have shown keen interest in expanding beyond their current role.
Employees need regular feedback from management so they know where the company sees them in their future plans.
You could also send out periodic surveys to understand how well it’s doing in terms of employee perceptions, and where they think the company is headed – these surveys can help management gauge sentiment trends over time.
Companies must also ensure a continuous two-way dialogue with employees; if there appears to be dissatisfaction among workers in any way, then management needs to investigate as soon as possible so actions can be taken quickly before things progress into outright anger or apathy.
What drives most employee satisfaction is more than just the cash that comes with the job. These are intrinsic factors – meaning they come from within us and not without, such as cash rewards or recognition for a job well done.
The best way to create an environment of happiness is by providing employees with what matters most to them on both an individual level and at a company-wide level: fair wages, work/life balance, opportunities for growth in their career path, meaningful work (with autonomy), adequate resources to support tasks given and more.
A strong majority of Americans report feeling happy when they go into work every day because there’s something about spending time doing things we care about that makes people feel fulfilled. We want our workers to be happy in the end. Happy workers are the backbone behind successful companies!
You may be wondering why we’re talking about recognition and achievement in a blog post on cash. The answer is simple – money doesn’t buy happiness, but workers do want to feel valued for their contributions. In his book “Green Beans & Ice Cream” Bill Sims offers insights into how employers can make people happy by providing them with opportunities for personal growth, challenging work environments, and more autonomy over decisions that affect the company as well as themselves.
If you have employees who are feeling undervalued or unhappy at your office, it might be time to start implementing some of these principles to help boost morale among your workforce! What changes have you made in your workplace? Let us know here!