We all have felt the stress. From weathering the impacts of the pandemic to navigating issues of racial and social injustice, every workplace has endured profound challenges over the past year. But at some level, coping with disruption is not completely unfamiliar. And the question, as always, is: What must your organization do to survive it?
It all comes down to resilience.
Why resilience matters
Defined as an organization’s ability to manage disruption, resilience is the key ingredient for enduring volatile markets and maintaining your competitive advantage. And to make your organization more resilient, you need to look at your employees – the humans driving innovation and carrying your business forward – as they are truly your most valuable asset.
Without the human, it’s just work, and collaboration between people across different functions to meet goals and achieve organizational success, is the future of our workplace. A human-centric organization, at its core, is one that balances operational resilience with our need for human connection. These work practices are grounded in connection and positivity, and organizations that employ them are realizing better outcomes related to engagement, retention, and inclusion.
The question many leaders now face is how to actually make it happen. How can you use your social recognition platform to build resilience and help ensure your business thrives for the long haul?
How your social recognition platform can build resilience
Your social recognition platform helps you learn. In addition, it is a tool you can use to help your organization become more resilient. Your social recognition platform enables you to:
Make appreciation a part of your DNA
Gratitude is a proven and powerful tool for building resilience. It serves as a rudder for navigating change, adding stability and direction and ensuring employees continue to see the value they bring to the organization despite the challenging circumstances.
Crowdsourcing and amplifying employee appreciation helps create a comprehensive, strategic employee recognition program that broadcasts both team and individual accomplishments throughout a company. The key here is to be mindful of determining the correct volume of reach, frequency, and value of the recognition moments.
Reach refers to the percentage of employees who are touched through the platform by giving or receiving recognition. Take a look at your program and identify gaps in reach to develop intervention strategies to recognize those populations.
Frequency describes how often recognition is given throughout the year. We find that 5-8 recognition moments a year begins to influence positive employee outcomes such as reduced turnover, improved engagement, and performance which are key factors in measuring resilience.
Value is the dollar amount associated with each recognition moment. For example, multiple $25 awards throughout the year has been shown to have greater impact on resilience than a single $50 or $100 award.
Nurture the manager-employee relationship
As the way we work shifts toward networks of fast-moving teams, maximum collaboration, and frequent feedback, ensuring consistent and timely communication between managers, their direct reports, and even across teams is becoming more essential than ever. This type of continuous performance management is a modern, human-centered approach to promoting, evaluating, and improving employee performance, and it enables your organization to create a trusted environment in which employees feel empowered to take control of their own development.
One simple way to nourish these relationships is through weekly check-ins. They provide employees with timely feedback on their work performance, which in turn, enhances motivation, engagement, and retention.
Beyond that, leveraging recognition moments can be a powerful addition to the process. Recognition serves as a point of positive reference and gives qualitative insight into behaviors and overall sentiment about work being done.
Celebrate humanity and connection
The workplace is constantly changing, and today’s employees demand more. They want their workplaces to encourage thanking, talking, and celebrating – the three pillars that define happy, engaged employees and thriving, growing organizations.
Furthermore, employees focused on celebrating the humanity of others are more than twice as likely to feel grateful, energized, and deeply connected to the work they do. These celebrations could take many forms and be as simple as acknowledging the birth of a child, a marriage, or the completion of a course.
For example, we asked our employees to share stories of their Life Events moments:
Every time leaders and peers acknowledge milestones like these, the workplace becomes more human. And by exhibiting a commitment to workplace rights and creating a just culture, businesses reinforce their organizational resilience.
Disruptions are inevitable, and the business environment won’t ever stop being dynamic. By combining the power of social recognition technology with the power of human connection, you’ll create a just and resilient culture that can continually interpret and adapt to change.