The Link Between Manager Recognition and Engagement

2 people happily jumping in the air to show Link Between Manager Recognition and Engagement

Manager Recognition Matters for Employee Engagement and Retention
With the tenure of knowledge workers reported to be less than three years at a single company, the importance of engaging and retaining high-performers continues to grow. Beyond the feel-good part about recognition that confirms that you were noticed and appreciated, the link between manager recognition and engagement encourages future discretionary effort and increases employees’ intent to stay longer at their company.

The Research
Recognition matters a great deal to the recipient, but it also benefits the organization as a whole.  Our recent survey of over half a million employees from more than 8,000 organizations revealed that recognition is one of the top five drivers of employee engagement.  Yet less than half of those surveyed felt satisfied or encouraged by recognition from their superiors.

Employees really want to hear from their managers when they have done well. Why don’t more managers understand the link between manager recognition and engagement?

Managers, Why the Silence?
It wasn’t until we dug deeper that we began to understand why managers weren’t consistently praising their employees when they delivered above and beyond.  There are basically three reasons.

1. Managers Did Not Appreciate the Value of Recognition
Many managers do not have a clue as to how much their recognition matters to their employees. Some are so buried in their own work and so focused on reaching their goals that they forget about the link between manager recognition and engagement and how much even a simple pat on the back can mean.

Secondly, while effort is typically spent on teaching managers how to deliver negative feedback, managers are rarely taught how to use positive feedback as a necessary and important component of performance management.  Managers with highly engaged teams let their employees know they are watching and how much they appreciate extraordinary work.

2. Managers Did Not See Recognition as Valued by Their Superiors
Because they do not receive consistent or meaningful recognition themselves, many managers do not believe that recognition is something that company executives believe makes a difference. Smart executives measure their managers by their employees’ level of engagement and know that employee recognition is a fundamental component to increasing employee engagement.

3. Managers Did Not Have Easy Ways to Show Their Appreciation
Managers admitted to not knowing just how to best recognize their best employees. While it may seem simple, there is an art to giving meaningful, proportionate and authentic recognition.  Make it easy for managers by setting up systems and processes that will point out who deserves special appreciation and then provide ideas for how to reward employees in a way that is meaningful and aligns with your corporate culture.

The Bottom Line
All organizations want to improve performance. The ones that count on their people for success want to improve employee engagement and retention.  One powerful way to do both is to provide meaningful, appropriate and timely rewards and recognition.

Make sure your managers understand the value of recognition to the individual employee and to the organization.  Then provide the resources and tools for them to consistently deliver that value.

If you want to learn about research-backed ways to improve employee engagement, download The Top 10 Most Powerful Ways To Boost Engagement

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We have worked with LSA Global for our learning and development needs and have always had great success. They helped us recently with customized Management Workshops that we held for the second time. It was fantastic, and I would highly recommend LSA to anyone that is attempting to get immediate and impactful improvements.

Mary Johnston
HR Manager, BU Radiology Informatics

Harmonic has worked with LSA for over 8 years. We have found their partnership extremely beneficial. We recently implemented a Management Development Program that was designed and customized to support our company’s strategic initiative of hiring, building, and retaining key intellectual property and human talent. We worked closely with LSA to target and implement the right solutions with the greatest impact. I would recommend LSA to any company that’s looking for a trusted training and development partner.

Janice Passarello
Director of Human Resources

We recently contacted LSA Global to assist us with a unique training request. We gave LSA a very short deadline and LSA custom designed a training program to meet our exact requirements within the limited time allotted to them. We found their facilitator to be well versed in the subject matter and very credible; the design provided practical and valuable information to our team of managers. I highly recommend LSA Global, particularly in the area of management training.

Julaine K. Souza
Senior Vice President

The LSA Global team was very receptive and flexible to our needs every step of the way. Their staff and facilitator demonstrated attention to detail, responsiveness, and professional courtesy. The participants were thrilled with the outcome and rated the communication skills workshop and the facilitator as ‘Excellent’. I’d highly recommend working with the LSA Global team to meet your professional development needs.

John Mastrorilli
FRDP Leader

Intuit

Thank you to LSA Global for their partnership and support in helping us to design and roll-out our valuable management development training program. I personally have partnered with LSA Global at four of my previous companies. It continues to be a delight working with LSA. We look forward to partnering with them at Blackhawk Networks for future training and consulting needs.

Suzanne Kinner
VP Human Resources

Blackhawk Network

I consistently look to LSA Global when I need custom programs put together for my client groups. I can always count on LSA to do a thorough needs analysis and to put together spectacular programs that are well received. Their management development and performance management expertise and professionalism make them one of my top-rated learning and development partners.

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HR Program Manager

Rambus

LSA’s consultant designed and delivered a half-day team building solution for our recent conference. It included careful customization to integrate the design with our new mission and values. Everyone had fun and identified key issues with our teamwork. Altogether a great program!

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Congratulations on your pro-activity in establishing this program and developing such an effective New Employee Orientation course.

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President and Chief Executive Office

Fujitsu

SeaTel has found our partnership with LSA Global to be very valuable and beneficial. We turned to LSA to customize a supervisory/leadership solution to meet our needs. LSA delivered a customized top quality solution. I’d recommend LSA Global to any company looking for a best-in-class training and consulting partner.

Kortney Riddle
HR Manager

PalmSource has found our relationship with LSA extremely beneficial. We worked closely with LSA to customize the right Management Training Program solution to meet our unique business needs. LSA is a quality organization, one that I’d recommend to any company looking for a first class training and consulting partner.

Ken Boehm
Vice President of Human Resources

I’ve been associated with LSA for the last 8 years and have found them to be an extremely professional, well managed full service training organization. Since working with LSA, I’ve participated in a number of solutions ranging from Performance Management to Assertiveness Training – I’ve found that the quality of the resources is superior. They are well prepared and have definitely done a considerable amount of pre-work in order to customize our culture and business into the total learning experience – making it most beneficial for our employees.

Duane Schroeder
Human Resource Manager

Each program is preceded by an assessment of the participants. The course is then designed to fit the specific parameters and needs of the group. The highly interactive delivery is provided by recognized experts in their fields. On the spot coaching is provided during the program and each participant receives individual follow-up after the course. Courses can be delivered in-person or virtually. Given the nature of Cisco’s business and the way we operate, these remote workshops are a must for anyone who joins our company. Their work is eye opening. Great content and fantastic delivery.

Frank J. Kuypers
Business Development Manager

Understanding and conforming to legal compliance was very important to our company. We turned to LSA Global to provide a quality and cost effective way to ensure that we were AB 1825 compliant. Their interactive eLearning program was top-notch. It allowed our managers to learn at their own pace, and on their own time. The program was tailored to include our logo and our internal harassment policies. It was interactive and met all federal and state legal requirements. I would highly recommend LSA Global to any company looking for an efficient and effective and top quality way to train their managers to be in compliance.

Kelly Warren, SPHR
Director, HR & Compliance

In my years working with LSA, it seems like I’ve had a personal consultant at my fingertips to help me identify just the right solution to satisfy our needs. The entire LSA team has become a trusted friend of Actel — assuring we provide state-of-the-art learning to meet our complex, high-tech business and people needs.

Linda Mitchell
Training Manager

LSA helped change our entire culture around meetings, making them more effective and efficient, thus enabling us to concentrate on driving more business.

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