Managers and company executives should not underestimate the necessity to be respected and acknowledged.
The issue of recognition in the workplace is still not sufficiently addressed, even if the discussion around pension reform prompts people to consider their relationship to their jobs.
43% of workers today claim that their personal lives provide them with far greater fulfilment than their careers do. Furthermore, just 6% of workers claim they are "engaged" in their work, according to a Gallup poll.
This research demonstrates how challenging it is for businesses to give staff the appreciation they deserve.
Their current difficulty is figuring out how to value employees for who they are in addition to what they perform. Because it is so important to feel seen, heard, and valued.
The trend of disengagement is increasing, especially among youth, for whom the company no longer holds the same appeal as it did thirty years ago. Today's managers need more than just the traditional organisational pillars—strategy, aspirational aims, efficiency, standards, execution, etc.—to inspire their workforce.
Furthermore, a Boston Consulting Group survey revealed that employees were open to the "heart" attributes of management today, which include kindness (28%) empathy (30%) and recognition (30%). 25 percent.
Because it is essential to commitment and workplace well-being, ensuring that employees' expectations are in line with the organization's aims means that the need to be acknowledged and valued should not be undervalued.
However, among a group of 2,500 experienced leaders, the issue of acknowledgment frequently seemed to be problematic. In addition to having trouble with management techniques, some people are afraid of "doing social work."
Still, recognition is a remedy. Furthermore, 41% of workers think that acknowledgment and acknowledgement from all sources increase motivation.
Making sure that workers no longer believe they are interchangeable is the goal here. and to establish a trustworthy connection in which both parties can experience acceptance and understanding. This is so that everyone—in their place—feels valued and encouraged to pursue the drive to achieve, which is essential for performance and consistent with wellbeing.
I have an example from Denmark. For the first time ever, Noma was chosen as the world's greatest restaurant in 2011. The entire crew is invited to London for the event by chef Rene Redzepi. However, Ali Songo, the diver, is unable to enter without a visa.
Afraid of this absence, the Noma crew donned an Ali Songo t-shirt as they performed live in London. After that, the latter joined the restaurant as a partner and even greets patrons before going back to diving. An excellent illustration of recognition grounded in the company's horizontal vision is the notion that a little place does not exist.
Adopting a new paradigm based on the recognition of humanity is necessary to address the challenge of disengagement. Because everyone is valuable even if they may not be gifted.