Businessman, author, and philanthropist David Novak believes there's a tremendous lack of recognition in the world today, something he calls global recognition deficit.
According to a Gallup poll, only 33% of workers are actually engaged in their jobs. That leaves close to 70% of people who are simply going through the motions at work. They aren’t engrossed in their work, aren’t motivated, or inspired.
Novak believes this can be attributed to the lack of recognition, not only in the workplace but in the world. There are multiple studies and statistics that support this conviction including these stats based on research by OC Tanner as well as studies done by Novak’s own company.
According to a Gallup poll, only 33% of workers are actually engaged in their jobs. That leaves close to 70% of people who are simply going through the motions at work. They aren’t engrossed in their work, aren’t motivated, or inspired.
Novak believes this can be attributed to the lack of recognition, not only in the workplace but in the world. There are multiple studies and statistics that support this conviction including these stats based on research by OC Tanner as well as studies done by Novak’s own company.
- 79% of employees that quit their job state the primary reason for them leaving was a lack of appreciation.
- 65% of Americans claimed they weren’t recognized at all in 2018
- 82% of employees feel their managers don’t recognize their contributions
- 60% state they are motivated more by recognition than money
To overcome this lack of recognition, Novak instituted a culture of recognition at Yum! Brands (which includes Taco Bell among others). He explains that, to drive results within a company, recognition has to be earned and leaders need to clearly define what they will recognize and how it connects to performance. Novak refers to this as purposeful recognition.
As Human resources expert, Susan M. Heathfield states, “Recognition is not a scare resource. You ca’nt use it up or run out of it.”
There are also three primary obstacles to recognition that need to be overcome by managers and business leaders. Once these barriers are removed and purposeful recognition is employed, teams will be more motivated and engaged, which in turn drives positive results.
As Human resources expert, Susan M. Heathfield states, “Recognition is not a scare resource. You ca’nt use it up or run out of it.”
There are also three primary obstacles to recognition that need to be overcome by managers and business leaders. Once these barriers are removed and purposeful recognition is employed, teams will be more motivated and engaged, which in turn drives positive results.
Three Roadblocks to Recognition:
1. Recognition is a learned behavior
Often, managers feel awkward praising others for a job well done. But as with most anything, the more it’s done, the more natural it becomes. Plus, once a leader sees the positive impact praise has on their team, they will be motivated to continue the practice of purposeful recognition.
2. Concern employees will expect to be recognized for everything
If a plan of purposeful recognition is established, employees will have a clear understanding of the goals and behaviors that lead to recognition.
3. There is no time for recognition
Spending time recognizing their employees has an incredible ROI. By making it part of their daily routine, it will become “the way things are done” versus an “add on.”
Says Novak, “I’ve seen purposeful recognition work on a grand scale with people from different walks of life all around the world. It was the key to my success and I think it can be the key to others' success as well.”
If you are a manager or corporate leader that already utilizes recognition with your employees and teams, we applaud you! If purposeful recognition is a new concept or something your company could benefit from, we encourage you to look into creating a recognition culture in your workplace and watch productivity, results, and team moral grow.
Are you looking to find purposeful work? Voted one of the Best Eleven Life Coaches in San Jose, Carol Adamski can help guide you toward discovering your "why" at work and in life.
1. Recognition is a learned behavior
Often, managers feel awkward praising others for a job well done. But as with most anything, the more it’s done, the more natural it becomes. Plus, once a leader sees the positive impact praise has on their team, they will be motivated to continue the practice of purposeful recognition.
2. Concern employees will expect to be recognized for everything
If a plan of purposeful recognition is established, employees will have a clear understanding of the goals and behaviors that lead to recognition.
3. There is no time for recognition
Spending time recognizing their employees has an incredible ROI. By making it part of their daily routine, it will become “the way things are done” versus an “add on.”
Says Novak, “I’ve seen purposeful recognition work on a grand scale with people from different walks of life all around the world. It was the key to my success and I think it can be the key to others' success as well.”
If you are a manager or corporate leader that already utilizes recognition with your employees and teams, we applaud you! If purposeful recognition is a new concept or something your company could benefit from, we encourage you to look into creating a recognition culture in your workplace and watch productivity, results, and team moral grow.
Are you looking to find purposeful work? Voted one of the Best Eleven Life Coaches in San Jose, Carol Adamski can help guide you toward discovering your "why" at work and in life.
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