At Zugata, our mission is to build a high-performing culture within our own company, as well as enabling other customers to do so with our product. One of the ways we are doing this is by embedding growth and learning into our company culture by allowing our employees to get immediate feedback and act upon it on an ongoing basis. Employees can get better understanding of the impact of their actions and behaviors, and where they should improve. But constructive feedback alone is not enough.
Employees also want and need to be appreciated and acknowledged for the times they went above and beyond. And this is why we built Public Praise in Zugata. Public Praise gives employees the opportunity to acknowledge their peers for their extraordinary actions. It builds a culture where employees feel valued and appreciated for their work. Let’s look at why praise is another form of motivation to build high-performing culture.
Why praise your peers?
It turns out that many employees feel underappreciated in the workplace—and many don’t even know that their employer offers any sort of recognition program. Josh Bersin found that only 58% of employees knew that their company had an employee recognition program.
Low recognition and lack of awareness of existing ways to share recognition can have disastrous effects on retention. Gallup reported that only one out of three American workers had received recognition or praise in the past week. And, according to Gallup, employees who feel insufficiently recognized are twice as likely to say they'll quit in the next year.
But on the other hand, when companies build a “recognition-rich culture,” they enjoy 31% lower turnover rates according to Bersin’s research.
A few ways to start a culture of praise:
- Remember the Golden Rule
Most of us like being appreciated for our hard work. So think about the times when you’ve put in extra effort and how you would’ve liked to be recognized for it. Chances are, your coworkers would be happy to be praised for the same types of things!
- Block a few moments out of your day to share some praise
Praise doesn’t have to be a big deal. Schedule 5 or 10 minutes at the beginning or end of your day to thank someone who went above and beyond. Or, even better, simply draft your public praise directly from your email (check out this post to learn exactly how). This habit will help make sure your praise is always timely and make it a lot easier for coworkers to repeat in the future!
- Focus on the value added to the team or your organization
Ultimately, praise is another form of meaningful feedback to drive development. Rather than simply being a pat on the back, it should inspire not only the receiver but others in the company to reinforce laudable behaviors. Let others know that just because you’re the one giving the praise, you’re not the only one who’ll benefit from it. So like with any good feedback, think about how you word praise in a way that makes it clear what actions were beneficial and impactful. If you can, give specific examples of how you see their actions impacting others and the business.
And that’s it! You now know why praise is so powerful and have a few ideas of how to start publicly praising your peers. Give it a try and let us know how it goes!
If you’d like to learn more about using the Public Praise feature in Zugata, be sure to check out this post.