Create an engaged and high-performing workforce
Understanding the difference between intrinsic vs extrinsic motivation is important for improving employee motivation and productivity levels. However, ultimately, it allows an organization to achieve higher levels of output.
An effective employee recognition program should include three types of employee recognition: social, peer-to-peer, and monetary recognition.
The goal of an effective recognition program is to make employees feel valued. They want to know that their efforts, big or small, are appreciated. In fact, employees produce better work when they are recognized for it – this directly affects your bottom line. Additionally, having an employee rewards and recognition program is an important part of an employee engagement strategy. So, in other words, recognition is essential to driving employee engagement.
A high-performance culture is an organizational culture built on a set of behaviors and norms that lead an organization to achieve better results. That is to say, companies with high-performance cultures achieve better financial and non-financial results than companies without high-performance cultures. Non-financial results include employee retention, customer satisfaction, competitiveness and innovation. In other words, having a high-performance culture isn’t just about encouraging good behavior or empowering employees, it’s a combination of both.
Disengagement is characterized by the absence of drive and contentment, and a disengaged employee is someone whose excitement, attitude, and work quality have all diminished.
