![]() (Aberdeen Group, The Power of Employee Recognition, 2013) The very next employee survey that gets sent out will have an additional screen at the end of the poll, requesting your employees (optionally) choose someone from their team to send a High Five to.Ħ0% of Best-in-Class organisations stated that employee recognition is extremely valuable in driving individual performance. It literally takes under a minute to activate your high fives if you are an existing 6Q leader.Īll you need to do is log in to your My 6Q dashboard, navigate to your ‘My Organisation’ screen, and change the setting ‘Peer recognition’ to ON. Having a peer to peer recognition system is a great way to encourage an environment of gratitude, where colleagues thank each other for small yet positive tasks or actions.Ĥ1% of companies that use peer-to-peer recognition have seen marked positive increases in customer satisfaction.Īs human nature, we all crave the occasional thank you – it often feels that gratitude from our managers may feel like they are just ‘doing their jobs’, whereas when received from a fellow colleague, the thank you means even more to us, personally. Why is peer to peer recognition powerful?Īs managers, we often see a high level view of our teams. We frequently need to ‘dig down into the trenches’ to see how a team member is actually helping her colleagues. They’re anonymous, both from leaders and recipients, which makes high fives a great way to motivate your colleagues. These are collated, and shown to management, along with an email sent to the employees who receive high fives at the end of that poll period. At the end of each survey, a screen will display, asking employees to nominate someone (besides themselves), that is worthy of a high five, as per the image below. The way this works is organisations can opt to turn this feature on, within their 6Q dashboard. We can’t think of a better way to encourage employees to thank each other than using high fives. ![]() When you see statistics such as that stated above, you then see how important employee recognition can be to your bottom line. (SHRM/Globoforce Employee Recognition Survey, 2012) ![]() Peer to peer employee recognition is 35.7% more likely to have a positive impact on financial results than manager-only recognition. ![]() Employees who know that they will receive recognition for doing their best by their colleagues, will have a strong incentive to do so, and therefore build teamwork and excellence. Recognition really is an important psychological need. Even more powerful is when an employee tells another employee they are doing a great job. Surveys have proven time and time again that peer-to-peer employee recognition is a powerful motivator. In this article, we’ll explain how motivating peer to peer recognition is, and how high fives help your team congratulate each other. We’ve just launched our latest exciting feature: peer to peer employee recognition, also known as High Fives. ![]()
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