employee engagement · Employee recognition · HR · HR Tech · recognition · Rewards and recognition · Talent Management

Purpose+Recognition = Performance

Purpose is a two way street at workplace. Both the organization and the individual employee are responsible for creating the purpose and contributing to the purpose. Organizations will have to create a common purpose which can be translated to every individuals work. Every goal and objective defined should be somehow tied with the  common purpose.Only then employees will be engaged at the workplace. When there is a common purpose , people are engaged. I have seen this work effectively when a group of volunteers come together for a common cause. For example DaanUtsav volunteers are spread across India but they come together and work well as a family only with the purpose of bringing all Indians together to celebrate the Joy of giving from Oct 2 – 8th every year by doing an act of giving. I have also see this work in Rotary. Then why not in workplace? This is where the management has to articulate the common purpose of the organization and the line managers have to tie it with individual’s goals and objectives. The onus doesn’t lie only with the management. The individual also has to take responsibility to see how his work is aligned with the common purpose.

The next important ingredient to get employees engaged is recognition. Statistics say that 71% of employees are always actively looking for another job. 83 percent of those respondents who want to quit say they spend twenty to thirty hours a week thinking about a new job or looking for one. 57% of workforce leave because they feel under appreciated. To make recognition meaningful you should have a platform wherein it calls out what the person is being recognized for in what context with the outcome. Organizations should allow peer to peer recognition. Rewards should be tied with recognition and these could be formal or informal.

Once you have purpose for your work and recognized for a good job then individual will try to excel in performance and hence productivity goes up. The author Jayashree Venkataraman is the Founder and CEO of Appreiz Inc which is powering modern open talent experience. In her role as CEO, she is responsible for product management, sales and business development.  Jayashree’s outstanding career spans two decades in advanced and emerging markets of US, India and China as a technology leader. Her expertise in delivering engineering and operational excellence for global giants like Microsoft and GE and her intrinsic coaching skills come together powerfully for Appreiz. She has an innate ability to delve into the heart of what enthuses talent, especially in an era of social platforms driving people engagements. Her acumen in defining strategy, managing operations and mentoring,  empowers Appreiz with a gamut of features that are insightful, exciting, and talent motivating. Jayashree is also the co-founder of 160 Hours. This modern company aims to revolutionize the way businesses address workforce challenges by offering man hours that can be bought. She is an Executive Coach with training from Marshall Goldsmith Stakeholder Centered Coaching, the world’s No 1 leadership thinker and #7 business thinker. She is coauthor of the book Project Leadership by Management Concepts . Jayashree has a MBA from Xavier University, Ohio, USA. Jayashree received the Woman Super Achiever Award from World HRD congress and Femina in 2017.

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