In my post yesterday, "Corporate Dysfunction and Our Failure to Do the Right Thing," I wrote about a workplace consultant and author who argues that a culture of dysfunction is the norm in the corporate world. If that's true, and it probably is on some level, I have to think a lot of it could be corrected if companies did a better job of engaging with and recognizing their employees.
The Society for Human Resource Management, in collaboration with employee recognition services provider Globoforce, conducted a survey of human resource professionals, the results of which were released last month. Here's a summary of the key findings, which shed some light on what organizations are doing in the realm of employee engagement and recognition:
Work force management challenges that organizations rate as "very important" include:
Forty-two percent of organizations track employee engagement levels. For those who do, the methods they use include:
Organizations that track employee engagement levels are more likely to:
Seventy-six percent of organizations currently have an employee recognition program in place, with another 5 percent planning to implement such a program in the next 12 months. Organizations that track employee recognition are more likely to:
Only 15 percent of organizations track the return on investment of their employee engagement programs. Organizations that do track the ROI commonly use: