Employee Recognition Matters!

Don’t we all want to be appreciated for our efforts? Wouldn’t you do most anything to help someone you cared about be successful? Then, why do so many employees choose to hinder company success?  The reason could be is that about 70% of employees across all U.S. industries are disengaged from their work.  As reported in the most recent Gallup Engagement survey (January 2026), “The percentage of U.S. employees who are actively engaged at work averaged 31% in 2025..”   This level of engagement suggests that about 70% of employees are either disengaged or disconnected from what’s going in their company.  It’s not a new finding that companies with high levels of employee engagement are much more successful.  As reported July 2013 in the Harvard Business Review, companies with highly engaged employees were as much as 22% more productive than companies with low levels of employee engagement.    More than just productivity, highly engaged organizations have lower turnover and less unsafe incidents.  Overall profitability is sure to increase if these key indicators are managed well.   Engaged employees bring an energy to teams which is a great way to motivate others. Here are some reasons contributing to low employee engagement: 

• Work From Home (WFH):
• During the 2020 – 2022 timeframe most companies were forced to WFH.  During this time, many employees felt alone and segregated both from other employees as well as from their supervisors.   The WFH employees were unable to effectively collaborate with their peers and were unable to display their expertise to management. In other words, employees felt no one cared about them.
• Recently many companies have made a significant effort to bring people back to the office. However, the workplace dynamic has changed.  The level of employee autonomy needs to be balanced with what is right for the company.  It is a privilege to be able to WFH – it should not be an expectation. 
• Implementation of a balanced schedule of 4 – 3 days in the office and 1 – 2 days at home may be the answer.  This level of compromise may encourage employees to get more involved and be more supportive of company objectives and yet provide the flexibility they have come to enjoy.  
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• Recognition Programs:
• Companies with effective incentive programs which tie rewards to well established goals benefit the most.  “Cascading goals”, those that trickle down from company objectives, are most effective.  Employees who know the overall direction of the company and know that even a small part of what they do will help the company be successful, feel a sense of accomplishment when goals are met.  
• Goals should be challenging but still achievable.  An employee who puts in the extra effort to do well will feel valued when they meet or exceed expectations.   Recognition programs which acknowledge success are another way to build loyalty for the organization.
• Monetary rewards are great.  However, there are other ways to recognize employees for a job well done. Publishing employee accomplishments in the company newsletter or making an announcement during staff meetings are ways to build employee confidence and encourage positive behaviors.
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• Developmental Opportunities:
• All employees need opportunities to learn and grow.  As stated by Brian Tracy “If you’re not constantly learning, you’re actually falling behind”.  This is so true  today with constantly changing technology.   Encouraging employees to take a class, sign up for a webinar or pursue an advanced degree can improve the work they are doing. 
• Organization should vet coursework to ensure programs align with the job the employee is doing.  However, just the fact that the organization is willing to invest time and money into their advancement, provides the message that the company cares about the employee.
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 In conclusion:  It is imperative for  your organization to find ways to increase employee engagement.   When productivity, absenteeism, and safety indicators improve the result definitely will lead to increased company profitability.  Key strategies to increase engagement are: 

• Develop work schedules that satisfy both the company and employee needs.
• Develop recognition and incentive programs tied to organizational objectives. 
• Encourage developmental opportunities for employees to learn and grow.

As published in Milwaukee Biz Times, April 2026  : https://lnkd.in/gVcjaVFg