#Kudos on a job well done driver#

In that instant, several wonderful things happened.įirst off, your self-esteem, happiness, and engagement were restored. As your colleagues are leaving, your boss stops them to call out how great your research and presentation were. Why Public Kudos And Great Team And Company Culture Go Hand-In-Hand Reward achievements often and in different ways and watch your team thrive. The best way to make people function at their highest potential is to reward them with those good feelings. Both flood to the brain when positive feedback, kudos, or recognition is given. Likewise, oxytocin is widely considered the love hormone. It’s a large part of how humans think and behave. How do kudos transform the company and team culture and morale, relationships, and team meetings? How can your company start giving out more kudos and high-fives for achievements? Why Are Kudos And Positive Feedback So Important?ĭopamine is a neurotransmitter that the brain releases when we feel good. Regardless, giving kudos is something that should be invested in, taken seriously, and it should be specific and consistent. Most organizations spend 1-2% of payroll toward kudos programs. They reward significant accomplishments with awards, for example. Some organizations invest as much as 10% of their payroll on employee recognition programs. This doesn’t even consider the high cost of increased turnover rates, decreased employee happiness (which spreads!) and empowerment, poor team culture, and lower performance results. In fact, unhappy workers cost the North American business economy more than $350 billion per year in lost productivity.

Organizations with disengaged employees are paying for their unhappiness. Organizations with engaged employees outperform those without by 202%.Spending 1% or more of payroll on recognition can have an 85% positive impact on engagement.Highly engaged employees are 2.6x more likely to work for companies with peer recognition programs than actively disengaged employees.Such a simple solution has great power and can help companies avoid costly long-term issues. What if kudos was the answer? Giving praise for achievements can be as simple as a boss or peer saying ‘great work!’ in an email, in person, or on a public forum. The other half wants to feel emotionally connected to their company and work. Half of them want opportunities to prove themselves and further their careers.

#Kudos on a job well done driver#

Recognizing employees is the most important driver of great work- not more money, perks, inspiration, autonomy, or education.įor 80% of the working population, money can’t buy happiness or engagement. You now run the risk of becoming a costly detractor.Īccording to Kudos, a company whose sole purpose is to dish out employee kudos (because it’s that important), the number one thing that employees want at work is recognition.

In fact, had your boss or peers given you the kudos that you deserved, you wouldn’t have disengaged from that one deflating moment onward. Why Kudos Play A Part In Employee RetentionĮmployee recognition, open acknowledgment, and appreciation go a long way. You didn’t expect a standing ovation, but you did expect some kudos. You nail your presentation during a team meeting and in return, they give you a few sleepy claps and mutter ‘thank you’ as they rush off.

You’ve dedicated countless hours on collecting data and organizing it into a swoon-worthy presentation complete with easy-to-digest handouts. You’ve spent months working on a project.