New York, NY. July 20, 2010 — When companies take proactive steps to help managers recognize employees, they are more likely to reap rewards in the form of better employee productivity, improved customer service, revenue growth and return on working capital, according to a new executive briefing released by Madison Performance Group. The paper offers specific strategies companies can use to support a front line manager’s role in enterprise wide engagement efforts.
“For companies that rely on people as their primary source of competitive advantage, having innovative and customer focused employees is the most crucial factor in winning and keeping business,” says Mike Ryan, Senior Vice President of Madison Performance Group, a premier global reward and recognition design and consulting firm. “Many firms overlook the importance of the manager’s role in driving employee engagement, but there is a lot of evidence that shows employees perform better when they feel their manager understands their job and encourages and rewards them.”
Company executives must take the lead in encouraging managers to recognize employees’ efforts. “Companies that streamline the process of recognition not only make it easier for managers, but also communicate that recognition is an important part of the organization’s culture,” adds Ryan.
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As a global leader in Social Recognition, Madison provides enterprise-class organizations with employee recognition, incentives and service anniversary programs designed for the needs of today’s ever-changing workforce. Madison’s recognition strategy focuses on making managers mentors, reinforcing a sense of belonging, celebrating personal and professional milestones and emphasizing inclusion and diversity.