Date & Time: Wednesday, December 15, 2021 2:00 pm ET
Ben Brooks, Founder & CEO, PILOT
Every engagement survey since the beginning of time has found that employees don’t feel they’re recognized enough for their hard work and contributions. Despite a lot of well meaning attempts by HR and senior leadership, employees feel less appreciated now than ever, making organizations vulnerable to significant employee attrition in the war for talent.
Unfortunately many organizations have made recognition something that’s expensive, infrequent, hard to do, and anointed by a select few executives at headquarters. This not only creates a poor employee experience but also robs colleagues at all levels of the kind of meaningful connection that giving and receiving recognition provides.
Fortunately there is a better way, by empowering managers and employees alike to play their part in soliciting feedback and using their voice to speak up when someone does good work. Shifting the responsibility and ownership from a select few corporate staff for recognition to something that every employee owns creates a culture of generosity and inclusion.
Come learn what works, what to avoid, and how to activate your managers and employees alike to start generating recognition moments of others, to raise all boats.
- The business case for recognizing employees in hybrid and remote workforces
- Pitfalls of centralized, executive-driven recognition approaches
- The upside of having each manager and employee play their part in recognizing fellow colleagues
- How HR leaders can take quick action to transform their culture into one of generosity and inclusion