Let the numbers speak for themselves.

We’ve finished the report from our recent survey and we heard from 3,053 employees on how well their managers and companies perform when it comes to recognizing and rewarding them, and what the impacts are. We also uncover the secret to what employees really want.

It might be worth downloading the full report

Below are some of the key findings… But the biggest outcome I got from reading the results – is we are not finished yet. There is so much work to be done. Engagement is a journey that many organizations are just starting – and have a long and rocky road ahead of them. We need to support managers with tools, training and strategic imperative.. to make recognition as important as commercial rigor – they are of course one in the same thing. 

Key Findings:

Praise is not frequent enough – One in five employees does not receive any praise at all or at best, it only happens once per year. And 62% of managers are rated as "Poor" or just "Satisfactory" at delivering specific and timely praise.

Managers are driving employees away – 52% of employees say not receiving recognition would contribute to them leaving a company.

Managers don’t know their people – two thirds of employees are convinced their managers don’t know what motivates them to be more productive.

Recognition means the most from the manager – Close to half of employees surveyed want to be recognised directly by their manager on a one-on-one basis.

Only one in three companies were rated as being "Excellent" or "Good" at rewarding and recognising their employees.

Employees want to receive rewards that involve spending time doing activities and sharing experiences with friends or family (55%).

This entry was posted in Interesting Numbers and tagged , , , ,

One Comment

  1. samantha mclean
    Posted January 14, 2010 at 8:56 pm | Permalink

    Good Evening Naomi,
    I have just finished reading you book which i received for Christmas. I found it so inspirational and informative. It really sounds like you love what you do and the people that you work and they love being there. Chapter 2 had so much useful information that I have re-read that chapter 3 times to absorb everything you spoke about.

    I am looking to start a partnership and have no background in business or marketing and am starting to question whether our idea is enough to succeed. After reading you book, I think with the right mentor and information, it might just work.

    Thank you so much for your time and your passion and honesty in you great book (which I have no lent to 3 other people)

    Kidest Regards
    Samantha Mclean

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