Authentic recognition can foster an environment of equity and inclusion, and enhance key Employee Experiences
Nicolas BEHBAHANI
Global People Analytics & HR Data Leader - People & Culture | Strategical People Analytics Design
?? Recognition can foster an environment of equity and inclusion and fulfilling recognition can protect diversity in the workplace.
Employees who strongly agree that they receive the right amount of recognition for the work they do are 4 times as likely to perceive their workplace as inclusive, and 7 times more likely to perceive it as equitable compared to those who don’t receive the right amount of recognition. Employees strongly agree that the recognition they receive is authentic, they are 5 times more likely to feel like they belong in their workplace; the pattern is stronger for Black and Hispanic employees than White employees. Finally, workers who feel they get the "right" amount of recognition are 30% less likely to experience burnout?than those who do not believe they are getting the right amount of recognition, according to a new research published by Workhuman and Gallup - using data from multiple Gallup-Workhuman surveys of 10,026 and 18,943 working US adults, aged 18 and older, fielded February 2023.
?Authentic recognition is a key predictor of employee wellbeing and Employee Experience
Authentic recognition is a key predictor of employee wellbeing, and, in particular, Black and Hispanic employees are highly attuned to authenticity. Black employees are 79% more likely to be thriving, and Hispanic employees are 69% more likely, when they also strongly agree the recognition they receive is authentic.
Researchers noticed that three-quarters of Black and Hispanic employees do not strongly agree that the recognition they receive is authentic. By comparison, White employees are 10 percentage points more likely to feel the recognition they receive is authentic
?? Authentic recognition also predicts a greater likelihood of employees’ seeing a path to grow at the organization and feeling like the organization cares about their overall wellbeing
? Fulfilling recognition is found to be a buffer against burnout
Researchers defined fulfilling recognition as an individual feeling they are receiving the “the right amount” for the work they do.
Reseachers found that women are 63% less likely to experience burnout if they strongly agree that they’re getting the right amount of recognition for the work that they do.?
Researchers conclude that recognition as a powerful tool in the fight against burnout particularly for women and Black and Hispanic employees.
?Link between right recognition and Talent retention
领英推荐
Researchers found that fulfilling recognition is a crucial pillar for DEI. Indeed, Employees who strongly agree they receive the right amount of recognition for the work they do are 37% less likely to be looking or watching for jobs, compared to those who do not strongly agree. The pattern is significant for men, and is even more so for women.
Researchers noticed that the right amount of recognition can protect racial and ethnic diversity as well.
Researchers finally conclude that appreciation when given authentically and in a fulfilling way helps to keep all employees, regardless of the factors that make them unique from one another, from feeling compelled to search for another job opportunity.
?? Finally researchers recommend 3 actions for Leaders to integrate recognition into DEI strategies:
1?? Recognize your employees with authenticity and frequency, especially for those who pull extra weight. Employees care about being recognized for the everyday things they do.
2?? Think about recognition as a tool to celebrate people for who they are.
3?? Recognition goes farther for some employees than others:
?? Encourage managers to be conscious of their biases.?
?? Use recognition as a tool to enhance employee resource groups.
?? Kick off every meeting with five minutes of shout-outs.
?? Audit recognition programs
?? Ask employees in exit interviews how they felt about your organization’s recognition efforts, and if that made an impact on their decision to leave.?
By taking steps to authentically recognize women and Black and Hispanic employees for their contributions and accomplishments in the workplace, organizations can significantly reduce these employees’ risk of burning out and turning over
Thank you ??? Workhuman and Gallup ?researchers team for these insightful findings:? Eric Mosley Jon Clifton
Lead consultant in HR Strategy & Value Management. Enhancing Value through Human Performance. Delivery of Equality, Diversity & Inclusion Training. Lecturer and International Speaker on HRM and Value Management.
1 年We all like recognition for our efforts and I agree with this from Dave Ulrich: 'there are many drivers of this sentiment and it is often personalized for the employee'. If work is to mean something to employees then it needs to be individualised to take account of where they are in their development cycle and to tailor work so that their professional development is continuing to grow. The individual recognition should then be tailored to their own achievements. As I have pointed out so many times before, it is not unusual for managers (leaders) to compare the achievements of one employee against another without taking into consideration their level of development - this has the opposite effect in that the employee tends to become dis-engaged. Great post Nicolas BEHBAHANI - thank you for sharing.
LinkedIn Top Voice | Advisor, Facilitator & Speaker | Helping Individuals & Organizations Navigate Stress, Build Resilience, Foster Emotional Agility, and Create Thriving, Inclusive Intergenerational Workplaces
1 年Barbara Fredrickson's minimum 3:1 sincere and specific appreciation to criticism in the workplace is another tip for leaders to be aware of for a thriving workplace. Nicolas, I've only recently started following your posts but what I really like is that you back up much of what you share with facts and you share the research. Thank you for this!
Founder & CEO @ Lever Talent | Host of The Lever Show | Helping leaders develop talent strategies that leverage a tech-empowered future.
1 年I couldn't agree more with the actions you listed for leaders, Nicolas. One thing I'd like to add is the importance of personalizing recognition. Tailoring our approach to each individual's preferences and values can make the recognition feel even more genuine and meaningful. Let's not forget that it's also crucial to create a culture where employees feel comfortable giving and receiving feedback – this way, everyone gets to learn, grow, and feel appreciated together. Cheers to a more inclusive and equitable workplace! ??
Human Resources Executive Advisor | Talent Strategizer | Speaker | Researcher | Futurist | Innovator
1 年That is so true! However, auditing recognition programs ensure everyone can access them and minimize biases with clear criteria that are measurable and observable.
Speaker, Author, Professor, Thought Partner on Human Capability (talent, leadership, organization, HR)
1 年Nicolas BEHBAHANI Very nice research that re-affirms the importance of recognition for positive employee outcomes. I have seen this work before by O.C. Tanner a firm focusing on recognition David A Petersen. This research confirms the importance of recognition for building a positive employee experience. As you have noted in many posts on employee sentiment at work, there are many drivers of this sentiment and it is often personalized for the employee. Thanks for continuing to build a library of insights in this area.