Issue link: http://palletcentral.uberflip.com/i/522141
• This is an employee-to-employee travelling award. • It builds community at no cost; finding a spare shoe is easy. • Everyone looks forward to the next time someone is recognized to share in the congratulations. • Employees endeavor to be the next recipient. Going above and beyond much more readily–AKA Engaged Employees. • The company is viewed favorably by allowing for some fun and for being so committed to regular recognition. Whether it's a shoe, a bucket, a hard hat, or whatever item you choose to become a symbol for that "job well done," start passing it on. Recognition needs to be directed to individuals as well as to work groups and the entire staff as a whole. Recognizing employees can be done in the most informal of ways, or through an innovative and fun program. All recognition efforts are extremely valuable as they breed positive energy which lead to higher levels of employee engagement. Research shows those greater levels of employee engagement can increase employee retention, encourage positive behavior and feedback when employees feel they can be part of the solution, and therefore build a better workplace environment. If any NWPCA member would like to share an idea on how they're recognizing and engaging employees, and why it is successful, please drop a note to Annette Ferri at aferri@palletcentral.com. We may post your idea in a future article or in one of our social media channels. PC palletcentral.com PalletCentral • May-June 2015 37 Statistics on Employee Recognition & Retention • "The number-one reason most Americans leave their jobs is that they don't feel appreciated. In fact, 65% of people surveyed said they got no recognition for good work last year." (Gallup, Tom Rath and Donald Clifton, How Full Is Your Bucket? Positive Strategies for Work and Life, 2001) • "Organizations with recognition programs which are highly effective at enabling employee engagement had 31% lower voluntary turnover than organizations with ineffective recognition programs." (Bersin by Deloitte, The State of Employee Recognition, 2012) • "60% of best-in-class organizations stated that employee recognition is extremely valuable in driving individual performance." (Aberdeen Group, The Power of Employee Recognition, 2013) • 41% of companies that use peer-to-peer recognition have seen marked positive increases in customer satisfaction. (SHRM/Globoforce Employee Recognition Survey, 2012) • 46% of senior managers view recognition programs as an investment rather than an expense. (WorldatWork, Trends in Employee Recognition, 2013) • Peer-to-peer is 35.7% more likely to have a positive impact on financial results than manager-only recognition. (SHRM/Globoforce Employee Recognition Survey, 2012) • Praise and commendation from managers was rated the top motivator for performance, beating out other noncash and financial incentives, by a majority of workers (67%) (McKinsey Motivating People, Getting Beyond Money, 2009) • When companies spend 1% or more of payroll on recognition, 85% see a positive impact on engagement. (SHRM/Globoforce Employee Recognition Survey, 2012)