Recognition for a job well done is not a new phenomenon. When we put time, effort and creativity into something, we build a personal stake and connection to it. Being recognized for work-well-done can have momentous motivational effects for us today which can last long into the weeks ahead. Is management fully buying in to this fairly easy, and powerful concept? 78% of people would work harder in jobs if they were recognized. These three industry experts examine the truths of employees rewards and recognition, and what organizations can do about it in their talks at TEDx.
Video #1: What makes us feel good about our work? | Dan Ariely
When asked what leaders could do more of to improve engagement, 58% of respondents replied “Give recognition.” Behavioral economist Dan Ariely goes into the fruits of our labor and what it feels like to be recognized for our work, and what happens when we aren’t. Using two experiments, Dan reveals intrinsic attitudes and motivators about work and what managers can do about focusing employees on their tasks.You wouldn't guess what 58% of respondents said would improve work engagement: @Engagiant_iRevu Click To Tweet
Video #2 Missing the obvious in employee recognition | Claire McCarty
Claire brings up traditional rewards, such as donuts, pizza, gift cards, even turkeys, to see what effects these types of behavior have on the American workforce. The #1 reason most Americans leave their jobs is that they don’t feel appreciated. In fact, 65% of people surveyed said they got no recognition for good work last year. So what really makes us feel motivated to work? She uses the ‘square wheel’ metaphor to describe what’s working at the office, and what isn’t.Lack of appreciation is the #1 reason most American #employees leave their jobs. @Engagiant_iRevu Click To Tweet
Video #3: The Puzzle of Motivation | Dan Pink
Career analyst Dan Pink surmises with scientific proof the adverse affect monetary rewards can have on our performance. When performing menial, basic tasks, rewards have the desired effects we want. However, when even just an ounce of creativity or conceptual thinking is involved, which what is required at the majority of our jobs every day, rewards can severely handicap our brains. 76% of hiring managers believe Millennials are motivated by money. But should management be using monetary rewards as motivation?
Finding what works and what doesn’t isn’t always what we thought! Think again about how you are motivating your employees. Can you cut out any negative behaviors you haven’t been aware of before? Take the learnings from the Dans and Claire to impart true motivation from effective recognition and recognition. Need a helping hand? iRevü helps send specific microfeedback directly to the inbox of your hard-working employee. Let them know how much you appreciate their work and watch their motivation continue to rise.