Recognize This! – Highly engaged employees are not necessarily more likely to stay – unless you create a culture of recognition centered on meaningful work, teamwork, trust and respect.

Do you have highly engaged employees? Have you conducted surveys showing you have a respectably high rate of engaged vs. disengaged employees? What are you doing with those results?

Too often, leadership assumes achieving high engagement scores is enough. But an engagement survey is like any other – surveys without action are less than useless to employees. It’s what leadership does with their findings from the surveys that matter the most to employees.

Talent Management just published results of research from Accenture showing that evenly highly engaged employees are still a flight risk, highlighting:

Linking Engagement to Retention
The report details three employee beliefs that are important for sustained engagement:

1. I’m making a difference: Employees believe the work they are doing is important.
2. We’re in this together: Everyone is doing their part.
3. My company has my back: There is a culture of trust and respect.



Meaningful work in a climate of trust and respect is clearly a powerful indicator of a culture of recognition in which employees would not only want to engage but also stay for the long-term. Considering the high cost of replacing key employees and the difficulty in finding them (even in this economy), organization leadership should be doing all they can to create such an engaging culture.

To learn how, be sure to register for my webinar on Thursday with Bill Catlette, co-author of the Contented Cow series of books and the recent Rebooting Leadership. On 1st September at 3:00 pm ET (Noon PT/8:00 pm GMT), we will share practical advice on creating such a culture that will engage employees while increasing retention, performance and productivity in today’s rapidly moving work environment. Register for “Building a Go-Fast Organization” today!