How do you retain top employees in times of a shortage of skilled workers? Through appreciation, because this has a positive effect on loyalty to the company. In addition, employee recognition leads to further advantages for companies.
In a survey commissioned by pronova BKK, 4 out of 5 employees stated that they work harder and more productively when their performance is appreciated. Most employees also state that when looking for a job, it is not just the pay that is important to them, but above all the appreciation of their superiors and the cohesion within the team. If the recognition is right, employees stay longer in the company.
Job satisfaction became even more important in the course of the Corona pandemic. Many employees disappeared into the home office for months, others were put on short-time work or had to adhere to strict hygiene concepts. The closure of schools and kindergartens created further pressure on workers. No wonder that since 2020 an increasing employee turnover can be observed, because due to the new stresses and strains employees put their own well-being in the job more clearly in the foreground and check:
Only if these questions are answered positively will employees stay with the company in the long term and do a good job. On the other hand, those who have to answer the questions in the negative and still keep their job will suffer from a lack of motivation and a drop in performance. You see: Appreciation is a win-win situation for employees and companies alike.
Employee recognition is a means of retaining employees in a company. In addition, appreciation brings other benefits:
Today, no management can afford to lead its employees according to "old school" methods. As you can see, the path to recognition leads to effects that directly contribute to the success of a company. A direct praise spurs on, ensures a higher motivation and the employees remain loyal to the company in the long term.
What's more, satisfied employees tell friends and acquaintances about the positive working atmosphere and project the company's image to the outside world. In this way, not only are employees already working for the company retained, but applicants are also made aware of the company. As a side effect, significantly less time and budget has to be invested in the search for new skilled workers. The specialists show interest of their own accord in a position in a company that is characterised by appreciation. "Reputation precedes you."
If employees do not feel valued in their company, it is often not far to dismissal. Supervisors and HR managers should not let it get that far, but intervene in time if an employee lacks appreciation. Unfortunately, employees all too often blame their dissatisfaction on themselves, and by the time the decision to quit is made, it's often too late to salvage anything.
Therefore, create an open communication culture in your company with plenty of space to give feedback. Encourage employees in personal conversations or via anonymous methods to evaluate their satisfaction with regard to appreciation. The following possibilities are suitable for this:
Even if superiors often express their appreciation to the best of their ability, the message can get lost on the employee. In the Rhineland, they say that "everyone is different", which means that you have to deal with each person differently. One colleague is happy when a word of thanks arrives by e-mail. The other colleague may be annoyed about the written form and may think that he is not even worth talking to in person.
It's as simple as it is effective. Show employees that you care about them with a simple smile. Your employees will see the smile as a positive statement about you and your work.
A "good morning" should be part of the daily routine that benefits all employees. They show employees that they are seen. Take a walk around the office every morning.
Also show interest in the employees as people in themselves. Ask where the colleague will spend her vacation and how the children of the colleague.
take completed tasks as an opportunity and thank you for them. Even if the task was self-evident or easy to do.
Check how often you praise your employees - even in front of the whole team - and increase the frequency if necessary. Praise is particularly appropriate after difficult or complex projects.
Supervisors should not only assign tasks to their employees and check the work status. Supervisors should also show appreciation by asking if support is needed. Depending on the need, supervisors should restructure projects or redefine schedules to free up the person's time. Sometimes simply bringing a stressed employee a cup of coffee can help.
At work, it is important to communicate with your colleagues at eye level. Even if you are the superior, the other person must not get the impression that he or she is worth less because he or she is lower down in the hierarchy. Disrespect is poison in a working relationship. Be sure to treat EVERY employee with respect and appreciation, whether it is a direct colleague, a supplier or the cleaner.
If you value your employees, you don't have to worry about a shortage of skilled workers. It is evident among employees across all industries: they choose the employer for a long-term cooperation who shows appreciation for you and your work. They want attention, praise, respect and recognition. That's why, along with a suitable salary and a strong team, employee recognition is the third most important aspect when deciding whether or not to take a job.