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      O.C. Tanner develops strategic employee recognition and reward solutions
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 * Products
   Products
   Enterprise
   Culture Cloud
    * Employee recognition
    * Service awards
    * Initiatives
    * Celebrations
    * Impact dashboards
    * Integrations
    * Award store
    * Admin tools
   
   Services
 * Resources
   Resources
   Featured
    * Recognition Buyer’s Guide Series
    * Employee Appreciation
    * Global Culture Report
   
   By Topic
   Recommended Appreciation Culture Engagement Leadership Purpose Wellbeing
   By Media
   Article Client Stories Infographic Podcast Webinar White Paper Video

 * Clients
 * Company
   Company
   
    * About Us
      
      O.C. Tanner develops strategic employee recognition and reward solutions
      that help people accomplish and appreciate great work. Learn more about
      us.
   
    * Institute
      
      Through industry research, education, and impact measurement, our team of
      experts empowers companies to embrace the power of intentional workplace
      culture.
   
    * Events
      
      O.C. Tanner offers a variety of workshops, trainings, and free webinars
      throughout the year. View our upcoming events and trade show appearances.
   
    * Careers
      
      O.C. Tanner is always looking for people who are bright, bold,
      collaborative, and interested in growing a global company. View our open
      positions.
   
    * Press
      
      Read recent news stories and press releases about O.C. Tanner and how we
      contribute to building company culture.
   
    * Our Commitment
      
      The O.C. Tanner Approach to Environmental, Social, and Governance Factors

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ORGANIZATIONS ARE STILL ADAPTING TO THE SUDDEN AND SUBSTANTIVE CHANGES CREATED
BY THE CRISES OF 2020. FORTUNATELY, AS THE DUST SETTLES, OPPORTUNITIES TO
STRENGTHEN WORKPLACE CULTURE ARE BECOMING EASIER TO SEE.

This year’s report examines the impact that hybrid workplaces, peak experiences,
employee recognition, and our need for connection will have on cultures and
business performance. Scroll down for the highlights or click into the details.


THE TALENT MAGNETS™
THE CURRENT STATE OF SIX ESSENTIAL ELEMENTS THAT DEFINE THRIVING CULTURES.

YEAR-OVER-YEAR CHANGE

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THE PANDEMIC CONVINCINGLY CLARIFIED THAT HOW WORK GETS DONE IS MORE IMPORTANT
THAN WHERE IT GETS DONE. THAT SAID, DATA CONFIRMS THE OFFICE IS MORE CONDUCIVE
TO CERTAIN TYPES OF WORK THAN REMOTE LOCATIONS, AND VICE VERSA. ORGANIZATIONS
THAT ADOPT A HYBRID WORKPLACE CAN HELP EMPLOYEES THRIVE BY TAILORING SPACE TO
THE WORK BEST DONE THERE—AND BY STAYING FLEXIBLE.



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EMPLOYEES AND LEADERS SHOULD CO-CREATE THE BEST SCENARIOS FOR THEIR ROLES,
PREFERENCES, AND CULTURAL EXPERIENCES TO ULTIMATELY HELP THEM STAY CONNECTED AND
PRODUCE GREAT WORK.

> Flexibility can mean different things to each of us, and we recognize there is
> no one-size-fits-all solution given the variety of roles, work requirements,
> and business needs we have. —KATHLEEN HOGAN, CHIEF PEOPLE OFFICER, MICROSOFT

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MORE ON HYBRID WORKPLACES



A NEAR-SINGULAR FOCUS ON EMPLOYEE ENGAGEMENT HAS DISTRACTED ORGANIZATIONS FROM
WHAT MATTERS MORE: THE PRODUCTION OF GREAT WORK. RESEARCH SHOWS EMPLOYEES AND
LEADERS RELATE TO ENGAGEMENT THROUGH THE QUALITY OF THEIR WORK. PLUS, THE
BEHAVIORS AND PRACTICES ASSOCIATED WITH GREAT WORK ARE MORE SPECIFIC AND EASIER
TO DEFINE, MEASURE, AND TRAIN. THEY’RE ALSO MORE RELIABLE AND PREDICTIVE OF
BUSINESS SUCCESS BECAUSE THEY DIRECTLY AFFECT BUSINESS OUTCOMES.


ORGANIZATIONS THAT PRIORITIZE GREAT WORK SEE BETTER RESULTS THAN THOSE THAT
FOCUS ON ENGAGEMENT:

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TABLE SHOWS THE PERCENTAGE DIFFERENCE IN THE PROBABILITY OF THE ORGANIZATIONAL
OUTCOME OCCURRING.

> To do great work is to put your heart and soul into something. To not only do
> what you’re told, but to put your stamp on something; to add a little extra;
> to have pride in your work. —EMPLOYEE, RESEARCH INTERVIEW

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MORE ON ENGAGEMENT REVISITED



PEAK EXPERIENCES PROFOUNDLY SHAPE THE POSITIVE FEELINGS EMPLOYEES HAVE ABOUT
THEIR WORK, TEAM MEMBERS, AND THE ORGANIZATION. WHEN EMPLOYEES FEEL A STRONG
SENSE OF OWNERSHIP IN THEIR WORK, A CONNECTION TO OTHERS, AND A SENSE OF
ACHIEVEMENT AND EXPERTISE IN THEIR ROLE, THEY’RE FAR MORE LIKELY TO DO THEIR
BEST WORK.



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Organizations that satisfy the three psychological needs increase several
important outcomes:

655%

EMPLOYEE EXPERIENCE

1,245%

GREAT WORK

795%

THRIVING CULTURE

316%

EMPLOYEE NET PROMOTER SCORE


LEADERSHIP IS THE FOUNDATION FOR POSITIVE EMPLOYEE EXPERIENCES. RECOGNIZING
PEOPLE FOR THEIR CONTRIBUTIONS HIGHLIGHTS AND CONNECTS THEIR ACHIEVEMENTS TO THE
ORGANIZATION’S PURPOSE AND THEIR TEAMS. WHEN EMPLOYEES EXPERIENCE MODERN
LEADERSHIP AND INTEGRATED RECOGNITION, THE ODDS OF SATISFYING ALL THREE NEEDS
INCREASE:

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MORE ON PEAK EXPERIENCES



IT’S COMMON KNOWLEDGE THAT EMPLOYEE APPRECIATION SIGNIFICANTLY IMPACTS WORKPLACE
CULTURE, BUT THIS YEAR, WE HAD A BREAKTHROUGH: EMPIRICAL EVIDENCE THAT A CAUSAL
RELATIONSHIP EXISTS BETWEEN PEER RECOGNITION AND CONNECTION. SPECIFICALLY, WE
CONDUCTED AN EXPERIMENT THAT DEMONSTRATES EMPLOYEES WHO ARE RECOGNIZED FOR EXTRA
EFFORT ARE MORE LIKELY TO FEEL A STRONGER CONNECTION, HELP THEIR COLLEAGUES
SUCCEED AGAIN, AND, ULTIMATELY, PRODUCE GREAT WORK. EQUALLY ENLIGHTENING,
RECOGNITION THAT INCLUDES BOTH A PUBLIC AND MONETARY (POINTS-BASED) COMPONENT
PROVES TO BE FAR MORE EFFECTIVE.


WHEN EMPLOYEES RECOGNIZED A PEER FOR THEIR HELP, WE SAW TWO SIGNIFICANT
IMPROVEMENTS:

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55%

increase in the strength of connection between the two employees

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52%

increase in the likelihood of helping their colleague with work in the future

> Recognition helps maintain an energized environment, allows for more
> connection between people, and makes the employee experience meaningful.
> —KARINE CLÉMENT-DEBROSSE, SENIOR ADVISOR, HUMAN RESOURCES, BDC

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MORE ON RECOGNITION



THE BAD NEWS IS A LACK OF CONNECTION THREATENS WORKPLACE CULTURE. THE GOOD NEWS
IS EMPLOYEES WHO FEEL MORE CONNECTED TO THEIR TEAMS, LEADERS, AND ORGANIZATION
HAVE MUCH BETTER WORK EXPERIENCES, WHICH LEAD TO BETTER BUSINESS PERFORMANCE.
SOCIAL CONNECTIONS ARE MORE THAN TEAM MEMBERS EATING LUNCH TOGETHER—THEY’RE
ABOUT ESTABLISHING STRONG RELATIONSHIPS AND ENSURING EVERYONE FEELS LIKE THEY
BELONG.



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EMPLOYEES WITH STRONG CONNECTIONS TO THEIR TEAMS, LEADERS, AND ORGANIZATIONS ARE
MORE LIKELY TO THRIVE AND DO GREAT WORK:

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> I define connection as the energy that exists between people when they feel
> seen, heard, and valued; when they can give and receive without judgment; and
> when they derive sustenance and strength from the relationship. —BRENÉ BROWN,
> AUTHOR AND SPEAKER

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MORE ON CONNECTION


See more on "Company Culture"

• Guide to employee recognition programs
• Tips to celebrate work anniversaries
• Recognition in the modern workplace
• Energize your company culture
• Product: Culture Cloud

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