This is a guest post by Katerina Mery, a marketing specialist at Fond. Fond is a rewards and recognition company dedicated to building places where employees love to work. Mery authors articles about how to leverage recognition programs to drive company success.
Think back to the last time a colleague acknowledged you for a job well done.
How did you feel?
Did the experience have an impact on your behavior moving forward? Did the exchange affect your relationship with the person thanking you? What about your relationship with the company in general?
63% of employees who are acknowledged for the work they do are unlikely to look for a new job. Expressing gratitude at work takes relatively little effort, but it can create an incredibly memorable professional experience. Knowing that you did a good job is one thing, having a colleague call out your great work takes the experience to another level.
Business objectives can sometimes feel at odds with an enjoyable employee experience. Employee acknowledgment, however, is a practice that effortlessly supports both.
From this Process Street article, you’ll learn how employee acknowledgment simultaneously caters to your organization’s business objectives. You’ll also learn how to meet the emotional needs of your employees using fantastic positive feedback loops that generate continual improvements across the board.
We say employee acknowledgment is a smart initiative a company can adopt – but before you take our word for it, allow us to explain why.
Click on the relevant subheader below to jump to your section of choice, alternatively scroll down to read all we have to say.
- What is employee acknowledgment?
- Employee acknowledgment and its effects on workplace psychology
- How employee acknowledgment benefits employee wellbeing
- The organizational benefits of employee acknowledgment
- Use Process Street for your employee acknowledgment strategy
Let’s jump to it!