Let me ask you a question.  What would your leaders say about the state of affairs in your workplace?  Do employees in your organization believe that recognition is important?  If recognition is important, how do you retain your talent using recognition as a key strategy?  Finally, what does recognition look like in your organization?
 
Let's take a look at a few facts.  Only 4% of 90,000 applicants annually at Southwest Airlines are actually hired.  That's only 3,600 lucky people!  What makes Southwest Airlines so popular that 90,000 people would complete to compete for 3,600 jobs?  I contend that Southwest Airlines is a great place to work and that people are recognized for the contribution that they make to the organization.  A New York Times study revealed that 25% of employees reported being driven to tears in the workplace.  50% of those individuals in the study call their place of work a place of verbal abuse and yelling.  30% say that they are regularly given unrealistic deadlines and 50% indicate that they have to work 12-hour days just to get all the work done.  What is happening in the American workplace today that leads employees to such poor conclusions regarding their workplace?
 
There's more!  The Harvard business review estimates 'preseenteeism' cost in the United States at $150 billion annually.  The Gallup organization has conducted studies that say, as much as 30% of the average workforce is actively disengaged.  That means these employees are not working to fulfill the organizations agenda, but rather their own.
 
This article explores the critical role that employee recognition plays in organizations today.  In addition, I hope to provide readers with some suggestions and tips on how to increase your organizational effectiveness and to make the business case for increasing the strategic significance of recognition in your organizations today.

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