Think about these statistics:
- “The number-one reason most Americans leave their jobs is that they don’t feel appreciated. In fact, 65% of people surveyed said they got no recognition for good work last year” (Gallup, Tom Rath and Donald Clifton, How Full Is Your Bucket? Positive Strategies for Work and Life, 2001)
- “Organizations with recognition programs which are highly effective at enabling employee engagement had 31% lower voluntary turnover than organizations with ineffective recognition programs.” (Bersin by Deloitte, The State of Employee Recognition, 2012)
- “Only 14% of organizations provide managers with the necessary tools for rewards and recognition.” (Aberdeen Group, The Power of Employee Recognition, 2013)
Over the 13 years since UMSL established the Triton Star Employee of the Month program, the how and why of recognition has changed. Doing recognition well is becoming more important with the influence of millennials in our workforce. Working with a cross-functional project team of people from around campus, we are going to take a step back to understand the latest thinking and best practices around employee recognition. We will gather input from the broader campus community to create a vision and guiding principles for effective recognition, with tools for leaders at UMSL to create effective and meaningful approaches for recognizing their people. Once this is done, we will reevaluate the Triton Star program and relaunch it, or something like it, that better aligns to our new vision and principles for effective recognition.
Stay tuned here for more details as this project approach firms up.