Who keeps your employees engaged?

The Power Of Employee EngagementNearly half (42 percent) of employees across Europe believe that their peers and co-workers have the most positive effect on how engaged they feel at work, according to a survey by software company Oracle.

This is double the number of employees who feel that their line manager has a positive impact on their engagement (21 percent) and well ahead of business unit managers (7 percent). The survey of 1,511 employees throughout the UK, France, Germany, Sweden and the Netherlands also found that only 3 percent of respondents feel HR has the biggest positive impact on their levels of engagement.

 

Organisations need to take ownership for engagement

Unfortunately, no organisation can expect the HR team to provide an all-encompassing solution for improving employee engagement. And that’s because employee engagement reflects the individual needs of the employees relationship with their work, manager and colleagues.

However, HR professionals can guide managers and provide the tools and mechanisms to help them improve employee engagement within their team. One such tool is a peer to peer recognition scheme.

 

 

Why you should choose a peer to peer recognition programme

As well as encouraging employee engagement, peer to peer recognition programmes have additional benefits:

  • Improved communication between co-workers and between managers and employees.
  • Contributes to a greater sense of team and makes the organisation a more fun place to work.
  • Develops stronger working relationships and improves collaboration within, and across, teams and departments.
  • Improves employee loyalty, retention and reduces staff absenteeism.
  • Creates a positive working environment and creates an organisation that employees are proud to work for.

employee team spiritPeer to peer recognition programmes create connections between employees, which in turn fosters a sense of belonging and purpose, thereby raising satisfaction, engagement and productivity.

They are also are easy to set up and have a greater positive impact on a larger number of employees than a traditional manager-led recognition scheme. They empower employees to recognise each other for their contribution, and they don’t rely on a manager seeing everything that happens within their department and the extra effort their employees put in – in large departments or diverse locations this can be particularly problematic.

As a result of implementing a peer to peer recognition programme, you’ll also free-up your manager’s time and avoid over-burdening them with additional recognition responsibilities and tasks.

 

Download our whitepaper Employee engagement: the psychology behind individual behaviours

Employee engagement whitepaper

A practical guide to creating the right work environment and addressing individual needs in order to improve engagement amongst your employees.


Click here to download

 

Using peer to peer recognition to keep your employees engaged

If you’re thinking of creating a peer to peer recognition scheme, here are some tips to really engage your employee and make it a success.

  1. Involve your employees in setting up and designing the programme.
  2. Give every employee the opportunity to give and receive recognition.
  3. Encourage employees to be specific about why they are giving recognition.
  4. Make the recognition meaningful, don’t make employees wait days, weeks or months to receive recognition.
  5. Ensure managers and leaders walk the talk and lead by example.
  6. Keep the scheme simple, make it easy for co-workers to recognise each other.
  7. Publicly praise employees who have received recognition and share success.
  8. Have an on-going communication programme to promote the scheme on a regular and consistent basis.
  9. Offer meaning full rewards to those that have been given recognition.
  10. Keep it fun!

 

John Sylvester

John is responsible for the motivation division of p&mm ltd and a Director on the board of the IPM. Specialising in developing, implementing and directing many large scale staff motivation, recognition and employee communications programmes.
Connect with John on  | Twitter

 

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