Communication skills, Honesty, Loyalty, Teamwork, Flexibility, and Problem-solving skills, are some of the skills that are reflected on a candidate’s resume when they are applying for a job. Remarkably, a large percentage exaggerate their skills making it hard for them to meet the expectations set out in the newly secured position. Their inability to measure up to the expectations of the new job more often than not leads to contract termination even before the probation period is over.
But what happens to those who implement their skills spurring the company’s productivity? A study by Bersin and Associates shows that “high-recognition companies” have 31% lower voluntary turnover than companies with poor recognition cultures.
Well, while many organizations have set up an employee-recognition program ‘of some sort; most are flawed by bias leaving the majority of the workforce feeling left out and overlooked. A good recognition program (however simple/mundane) should be regulated by a HR policy and must be fair and transparent to all.
“I bet you anticipated that no one recognized how you’ve invested a lot of potential in your work. Hmmm, you are wrong!!!! Kudos for your effort.” Imagine an employee finding a sticky note on his/her desk or an email from the manager with such words. This is an example of an ‘employee-recognition program’. This kind of appreciation doesn’t require any medals or bonuses of cash; and when it is regulated by a policy, it will not only bring a smile to your employee but also instigate the attainment of substantial organization goals.