For many businesses we work with, recognition tends to score lower in engagement surveys but doesn’t surface as a key driver of engagement – which is why we think it can be overlooked.
However, in exit surveys and interviews, it’s often quite pronounced as one of the main reasons people leave, if they don’t feel recognised and valued. Gallup research indicates that well-recognised employees were 45% less likely to have changed organisations 2 years later.
But what really is recognition? 3 strategies we see most often: reward, award and feedback don’t actually get to the heart of the matter.
Amri Johnson, founder of Inclusion Wins, and an inclusion, organisational effectiveness and behavioural change expert felt that there was more to employees thriving than belonging and unlocked the need for mattering.
He identifies the 3 elements of mattering as:
- Being noticed: feeling seen and heard as a person
- Being affirmed: having your unique qualities and contributions recognised
- Being needed: knowing that what you bring makes a meaningful difference.
He shares a few key insights:
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- Belonging is important but incomplete, we also want to know that our unique contribution has value “belonging welcomes, mattering dignifies” he says
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- Mattering is reciprocal: the value we contribute to others and the value others contribute to us
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- People want purpose, they want their work to be meaningful, but you can’t have meaning without mattering.
How are you demonstrating to current and prospective employees that they matter through your employer brand, EVP and experience?
We have worked with clients on supporting employees to feel recognised and valued, tailored to their organisation. For more information, please contact Rachel@thehealthybrandcompany.com.
