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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Hyperion has a commitment to lifelong learning. LSA helps us provide the right business sales training, management training programs, and leadership development programs at the right time to meet the needs of both individuals and departments. I especially appreciate their ability to listen to my needs and recommend the appropriate facilitators, solutions and content.

Sarah Parks
Senior Project Manager

Hyperion

I had been working with LSA for many years with my prior company. Currently, I’m with a company who hadn’t done much basic management skills training. After identifying and presenting a program recently, our managers are excited and talking in the halls about the great experience. LSA saves us time in delivering the right training for our needs.

Phyllis Moracco
HR Director

I continue to be impressed by the level of leadership development and management expertise and quality of advice and facilitation that LSA has to offer. What a smart and client-centric group of great people who really know how to help leaders attract, engage, develop and retain top talent.

Tracy Esposito
Director, HR Business Partner

We contacted LSA to help us with customized management development. LSA worked with me to identify a solution that would meet our exact needs. We decided to start at the top and ran the program for our executive team. It was such a great success that we hope to roll it out companywide. We look forward to a long-term partnership with LSA Global and their team of experts.

Barry L. Byrd, SPHR
Human Resources Manager

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

For our go to training outsourcing partner, LSA provides exactly what we want. As always, they deliver outstanding work!

Elizabeth Siebert
Director, Organizational Excellence & Development

Intuit

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!

Bob Ward
Director of HR

We have been able to utilize LSA’s extensive network of top-notch resources to leverage our investment in employee development. The result has been the cost effective and highly efficient delivery of quality educational and management training programs.

Steve Feller
Vice President, Human Resources

LSA Global’s consultant brought a fresh perspective to our behavioral based interviewing strategy for two key executive positions we needed to fill, and their consultant helped us develop questions that produced a much deeper understanding of candidates’ capabilities. I am confident that the two new executives joining our organization have the right skills to add significant value. Throughout the process LSA was also very responsive in dealing with short lead time requests.

Because of the unique nature of our business, Excel is a core application in our accounting organization. After three attempts to find an Excel consultant who is capable of helping our finance team integrate advanced applications into our work processes we found LSA and Alex. He was not only a “Real” Excel expert but was masterful in helping us identify where to use Excel applications in our processes to increase our group’s efficiency.

SPO Partners & Co
Kim Silva, CFO

The refreshing thing about LSA is that they focus on understanding our business situation and helping me succeed instead of selling a product. With over 150 experts, they are an invaluable resource that helps me deliver higher quality results faster. I recommend them to anyone looking to improve the performance of their workforce.

Stacie Rodgers
VP of Human Resources

Cutera

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

I have worked with LSA Global at previous companies and welcomed the opportunity to bring them in to support my new organization. We worked closely with LSA to design a solution for our Client Partner Teams and Management Training on both coasts. LSA designed a customized solution for our business and organizational culture. LSA is a quality organization, one that I’d recommend to any company looking for a first class training and consulting partner that makes an impact.

Laurie Torres
Chief People Officer

“We turned to LSA to help us custom design and deliver a leadership and management development curriculum to help drive performance. They have done an excellent job diagnosing the business situation, designing an approach that fits our culture, and delivering a first class solution.”

Sally Buchannan
VP Human Resources

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

Terry Wassman
VP of Human Resources

LSA has become the gold standard in team building and management training at Genomic Health! I have a hard time finding facilitators that come close to their level of customization, expertise and experience.

Emily Couey
Director of Human Resources

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