Employee engagement surveys are central to virtually every HR department. Good results show that you’re doing well. But for many companies, despite investing in programs, perks, and benefits — employee engagement survey numbers may stay the same, particularly on appreciation.
We hear about this all the time from potential customers. And it’s a serious concern.
Appreciation is a core human need. It is a critical part of a strong employee experience. For example:
- 98.8% of employees in our survey of 750 employees across a variety of industries said appreciation is somewhat or very important to their employee experience.
- 81% of respondents in a Glassdoor survey said they work harder when their boss shows appreciation.
- A San Francisco State study shows that when recognition goes up, performance goes up too.
Generational Appreciation and the Employee Engagement Survey Scores
Without a set structure for showing appreciation, it can be hard to meet employees’ needs. The challenge of having five generations in the workplace exacerbates that difficulty.
Gen-X and baby-boomer managers grew up in a low-appreciation environment. Appreciation came in the form of a paycheck and feedback from a manager was more often about what needed to be fixed than what had gone well. It takes a mindset-shift for these managers to start looking for aspects of day-to-day performance that are going right and appreciate them.
In 1992, the field of positive psychology inspired a revolution in parenting and schools that created a generation of millennials who grew up in a culture of appreciation. Add in the rapid adoption of smartphones and social media in the early 2000’s – and that appreciation culture turned to regular real-time feedback.
As a result, millennials desire a much higher level of real-time positive feedback than previous generations. They thrive on authentic, specific, timely, positive feedback on what and how they’re doing. (And, it turns out, that feedback works well for all generations!)
No manager can be omnipresent. It is difficult for any manager, on their own, to provide ongoing, real-time feedback for every member their team. And employee engagement survey scores show it.
The answer: encourage real-time peer-to-peer recognition.
Real-Time Peer-to-Peer Recognition
Our social feed enables direct peer-to-peer recognition tied to corporate goals and values. Adding in points that employees can exchange for rewards of their choice encourages employees to engage with the platform and show regular recognition. Our database shows that an average of 81% of our potential users engage with the Kazoo on a regular basis. Some customers see 97% of their employees engage daily.
Managers can amplify that recognition by calling it out in one-on-ones or in team meetings to show others the importance of recognition and to encourage certain work behaviors.
The results are clear. Our recent Proven ROI Report showed that 100% of our surveyed customers had increased engagement scores after implementing Kazoo.
Kazoo is the employee experience platform powered by the science of motivation and the mission of improving the lives of employees everywhere, one company at a time. Founded in 2013, Kazoo grows company culture and improves bottom-line performance metrics through its robust engagement platform that delivers recognition, rewards, incentives, and team insights. Named to Entrepreneur Magazine’s list of Best Company Cultures in 2017, the Austin-based SaaS company and its technology platform are built on the four pillars of employee experience: connection, meaning, impact, and appreciation. To request a demo, visit info.kazoohr.com/demo-request