Performance Recognition

PERFORMANCE Recognition Cutting The Costs Of Disengagement Disengagement Factors Poor Working Environment Bad Management Stress Lack of Recognition Limited Advancement Opportunities When employees are not engaged in their work or committed to their company, their performance diminishes. Stress 40% of workers reported their job was very or extremely stressful Lack of Advancement Opportunities 51% of the U.S. workforce feel there is no clear path for advancement in their current role Bad Management 50% of the U.S. workforce believe that their senior leaders are not effective at providing leadership for the organization Lack of Recognition A company that has a culture of recognition, on average, has a 40% more engaged workforce Poor Work Environment Only 42% of employees agree that their organization promotes a healthy work environment Disengagement is a major eroding factor in Employee Productivity of the American workforce 70% is not engaged .and less productive At a cost of up to $550 Billion to the U.S. economy Employees ages 30 to 64 are less likely to be engaged at work than those who are younger or older Increase employee engagement by creating a Culture of Appreciation 78% PERCENTAGE OF EMPLOYEES WHO ARE Highly Engaged 34% weak strong recognition recognition AN INCREASE IN Employee Engagement LEADS TO: 21% higher productivity 87% less likely to leave the organization il 37% lower absenteeism 22% higher profitability Employees receiving strong recognition generate nearly twice as many innovative ideas each month Three essential ways to Appreciate Great Work Fuel daily value-creating Focus on outcomes to activities drive results ENCOURAGE REWARD EFFORT RESULTS GREAT WORK CELEBRATE CAREERS Sustain performance over a career When leaders and teams have the right tools, they express appreciation and recognize the accomplishments of their people more often. And when that happens, engagement soars. Appreciation changes everything. www.octanner.com APPRECIATE GREAT WORK O.C. TANNER appreciate. SOURCES http://www.towerswatson.com/en/Press/2010/03/-/media/Pdf/Press/2010/03/TWGWS_2010_US_ Media_Deck.ashx http://www.towerswatson.com/en/Insights/lC-Types/Survey-Research-Results/2009/12/Turbocharg ing-Employee-Engagement-The-Power-of-Recognition-From-Managers-Part-1 http://towerswatson.com/assets/pdf/2012-Towers-Watson-Global-Workforce-Study.pdf http://www.shrm.org/Research/Articles/Articles/Documents/07MarResearchQuarterly.pdf http://www.gallup.com/strategicconsulting/163007/state-american-workplace.aspx http://www.blessingwhite.com/eee http://www.gallup.com/strategicconsulting/161459/engagement-work-effect-performance-continues -tough-economic-times.aspx 2013 Cicero Global Survey | Navigating Results ee_report.asp