According to the Spring Globoforce 2012 survey, although employee recognition programs and satisfaction levels for U.S. workers are on the rise, 55 percent of respondents would still leave their jobs for a company that clearly recognized employees for their efforts.mpanies know what they need to do to impact the bottom line – keep top employees and keep them engaged and focused on common goals”

The six-month trends in the Spring 2012 Globoforce Workforce Mood Tracker reconfirm the importance of connecting frequent recognition with performance and shows marked improvement in U.S. employees’ opinion of company culture and job satisfaction.

In comparison to the Fall 2011 Workforce Mood Tracker, the latest survey findings support a growing focus on recognition:

  • Fifty percent of employees were recognized in the past three months, up from 44 percent in Fall 2011
  • Eighty-one percent of employees said receiving recognition made them more satisfied with their work and/or position in the company, up from 73 percent in Fall 2011
  • Fifty-four percent were satisfied with the level of recognition for doing a good job, up from 48 percent in Fall 2011

In addition to being more satisfied with recognition, the survey results also indicate a direct correlation between recognition and retention. Of those respondents who have been recognized in the past three months versus those who have never been recognized in their job, the survey finds:

  • Twenty-three percent plan to search for a new job compared to 51 percent of those who have never been recognized
  • Eighty-nine percent feel appreciated at their job, compared to 17 percent of those never recognized
  • Eighty-three percent are satisfied with the level of recognition compared to 17 percent of those never recognized
  • Ninety percent feel their manager effectively acknowledges and appreciates them, compared to 21 percent of those never recognized
  • Seventy-six percent love their job, compared to 37 percent of those never recognized

“Companies know what they need to do to impact the bottom line – keep top employees and keep them engaged and focused on common goals,” said Eric Mosley, CEO of Globoforce.

“Yet, as this survey shows, many fail to connect the one thing that all employees seek: frequent, peer-to-peer recognition tied to performance. Taking the bottom-up approach to recognition is changing the way employees are managed. Not only will business leaders know who the flight risks are, they will be able to prevent many from ever becoming flight risks.”

To download the full report, visit: http://www.globoforce.com/mood-tracker-spring-2012-report.

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