webinar recap: the impact of giving recognition
By andrew scarcella in Appreciation, Insights, and Webinars
Our final webinar of 2016 featured the dynamic duo of O.C. Tanner Institute’s Senior Analyst, Jordan Rogers, and VP, Gary Beckstrand. The topic was the Institute’s latest massive, global study on recognition—this time analyzing the impact on the giver.
The benefits of recognition on those receiving it are well researched, but what are the effects on those giving it? This simple question sparked a months-long study spanning seven countries with a sample size of over 3,400 people.
After a brief introduction, Gary jumped right into the results of the study, revealing the first of many huge jumps in key metrics when looking at recognition from the perspective of the giver.
Engagement scores increased 26% overall when employees give recognition.
This is across the board. This doesn’t just mean that employees who are already engaged are becoming more engaged. Even employees who had low engagement experienced significant jumps when they gave recognition.
The benefits also extend to wellbeing. One out of every ten employees who ‘never/rarely’ give recognition have excellent wellbeing, versus one out of every four who ‘always’ give recognition—a 140% increase. “Giving recognition at work not only has an impact on that employee at work, but also on their life outside of work,” Jordan pointed out, “The more they give at work, the more it positively impacts their personal life as well.”
Gary then shifted gears to discuss the people who aren’t giving recognition enough, and the excuses they give. Top answers included, “I’m saving recognition for only the ‘best’ work,” and “I don’t feel it’s my responsibility to give recognition at work,” or simply, “My organization doesn’t have a program to give recognition.”
Then came the main event, looking at the overall impact of recognition—giving, receiving, and observing. Each piece can have its own significant effects, but with their powers combined, the results are off the charts. Employees who do all three show engagement at 90%, as compared to just 50% for those who only do all three ‘sometimes’ (and a measly 5% for those who ‘never’ do all three). So if you’re building a recognition program and want to maximize its effects, you need to provide opportunities for employees to give, receive, and observe recognition.
Jordan and Gary then moved on to audience questions. Perhaps the most interesting one came from Kelly, who asked, “What about recognition for teams who work remotely?” Jordan fielded it, advising that the best approach was to turn to technology. By taking advantage of already-scheduled conference or video calls, you can make sure remote employees feel included in recognition experiences, from all three vantage points.
Can’t get enough insights on the true impact of recognition from all angles? Listen to Jordan and Gary in the full webinar recording.