Tag Archives: Unrecognized

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What Happens When People Are Not Recognized?

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In my training sessions I ask managers in attendance different questions to help them get grounded about employee recognition. I also want to discern how aware they are of the impact a lack of recognition has on their employees.

What I can assure you is, a large majority of managers already know that unrecognized employees are at risk.

The most common factor identified is that unrecognized employees will lack motivation, are demotivated, or have no motivation at all. This leads to underperformance or low performance. 

Most managers realize that when employees are not appreciated it will frustrate them, they become unhappy, and could well be looking for another job so are at risk of leaving the company.

In fact, research by Dr. Jean-Pierre Brun at the Université Laval in Quebec City, found that the absence of employee recognition is the second leading cause of workplace burnout and stress, right after workload.

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Let Your Leaders Know What It’s Like To Be Unrecognized

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Sometimes they just don’t get it, do they?

You’ll hear a comment from a leader questioning the import of your wanting to create a recognition strategy. Another leader glosses over the latest engagement survey results and states that 56% percent on the recognition questions is good, isn’t it? These are all real scenarios.

Now I am well aware this does not describe all leaders. But there are enough to cause concern.

A few of them don’t understand why some employees are complaining about a lack of recognition. They think they pay their employees well and they have good jobs. What more can they want?

Sounds like it’s time to let your leaders know what it feels like to be unrecognized.

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How To Prevent Overwhelm With Recognizing Everyone

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You can read the research statistics out there on employee recognition and wonder where do you begin.

Take this example from the Gallup Business Journal of June 28, 2016:

“According to Gallup’s analysis, only one in three workers in the U.S. strongly agree that they received recognition or praise for doing good work in the past seven days. At any given company, it’s not uncommon for employees to feel that their best efforts are routinely ignored. Further, employees who do not feel adequately recognized are twice as likely to say they’ll quit in the next year.”

That means if you had 1,000 employees in your company that 667 of them would say they did not receive sufficient or any recognition or praise for doing good work in the last seven days.

Or consider this nursing example where only 31.6 percent of nurses received praise or recognition often or very often from nurse unit managers. Yet these recognized nurses “showed more job satisfaction, stated they had more opportunities to practice professionally, described a more positive work climate and were more committed to the organization such as being proud to work at and willing to make effort for the unit and hospital” – than those nurses rarely or very rarely receiving praise.

So you have 1,000 nurses in your hospital and the likelihood is high that 684 of them are poorly praised and recognized and have low engagement towards the institution and with patient care.

Overall, that is a lot of people needing recognition.

Overall, that is a lot of people needing recognition.

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