" Feeling appreciated improves employee relationships – The survey results emphasized the importance of peer relationships in the workplace. As the report noted, “Employees want to recognize their peers. When someone feels valued, they’re more likely to rate their colleague with a higher score.” 70% of employees felt their peers were the most important factor in creating “an engaging environment.” In contrast, official perks “such as work functions, parties, or amenities” received only an 8% score. The bottom line is that goodwill is contagious; appropriately high levels of management recognition can have a positive ripple effect." via New Management Research Analyzes How Recognition Effects Retention
Okay, I see a hand.
"What's the role of a manager, then?"
The manager, direct supervisor, sets the tone. They show how to walk that talk by recognizing everyone in ways that person values. The article describes this in a more academic manner:
"These survey results add to the vast body of research confirming the fundamental importance of the relationship between direct manager and employee. Employees want to work for managers who recognize their contributions. “Our research validated that point,” the report noted. “There’s a relationship between how valued an employee feels and how highly they would rate their direct supervisor."
It's personal. And it's peer-to-peer.
Programs and surveys and slogans and buzzwords ... y'know they're nice. I think their organizational champions are very engaged in their delivery. However, if they worked, well, employee engagement scores would be rising throughout our economy. But they're not.
Warning: What follows is a shameless self-promotion. I have two books that address this challenge.
First, Engage Yourself. As the title suggests, before launch an "engagement" program or try to engage those around you First, Engage Yourself. It's 30 pages, 7 simple steps to first engage yourself. There's no budget meetings required for these steps, no PowerPoint slides or presentations. You can take them in the comfort and safety of your office.
Recognize THEM: 52 Ways to Recognize Your Employees in Ways They Value. The title says it all. Again, these are ways that require no budget (okay, one or two do) and no prior approval (okay, maybe one does.).
Built in with taking each step is a learning lesson that further accelerates your ability to continuing engaging with those around you.
Oh. Most of these are ways and steps I took to drive revenue growth, cashflows, testimonials, referrals, higher sales conversions, greater customer loyalty, that came from the higher employee engagement (we didn't call it that). We called it "Our company."