[Unipos Labor Appreciation Day Survey] There is a big difference in engagement between those who “express gratitude and praise” in the company and those who “don’t”.
~ Three reasons why we hesitate to express gratitude and praise are also revealed ~
Unipos Co., Ltd. (Headquarters: Shibuya-ku, Tokyo), which provides the web service “Unipos” that changes culture and brings out the power of people and organizations, will commemorate Labor Thanksgiving Day on November 23rd by offering a service to companies with more than 500 employees. We conducted an awareness survey regarding gratitude, praise, and engagement among 526 company employees. In 2019, our company published the results of a survey (*) that found that “employee engagement is higher among people who are often thanked,” and this time we will focus on “those who express gratitude and praise.” This is an investigation.
*It turns out that people who are thanked more often have higher employee engagement – A survey of 2,000 businesspeople was conducted ahead of Labor Thanksgiving Day. Characteristics by position also revealed: https://pr.unipos.co.jp/2019/11/21/kinrokansha/
Background of the investigation
We are currently supporting more than 370 companies in their organizational transformation through gratitude and praise through Unipos. Having been providing services for over 6 years, we have listened to research data and actual customer feedback that shows that “giving gratitude and praise increases motivation to work more than “receiving” it.” We have also begun to pay attention to the awareness of the people on the other side. Employee engagement in Japan is said to be the lowest among developed countries, and I believe that “giving” gratitude and praise will lead to changing this situation. Therefore, on the occasion of November 23rd being Labor Appreciation Day, we decided to conduct and announce this survey in order to create an opportunity to think about gratitude and praise within the company.
Research overview: Attitude survey regarding praise and engagement Survey method: Internet survey planned by research PR “Respy(R)︎” provided by IDEATECH
Survey period: October 11, 2023 to October 12, 2023
Valid answers: 526 employees working for companies with 500 or more employees *The composition ratio is rounded to the second decimal place, so the total does not necessarily add up to 100.
≪About engagement calculation method≫
In this survey, we measured employee engagement using the Employee Net Promoter Score (hereinafter referred to as eNPS), which asks respondents how likely they are to recommend your workplace to close acquaintances and friends (workplace recommendation level). eNPS asks about the level of recommendation in the workplace on an 11-point scale from 0 to 10, with scores of 9 to 10 classified as promoters, scores of 7 to 8 as neutral, and scores of 0 to 6 as detractors. The eNPS is then calculated by subtracting the percentage of detractors from the percentage of promoters.
*Net Promoter, Net Promoter System, Net Promoter Score, and NPS are registered trademarks or service marks of Bain & Company, Fred Reichheld, and NICE Systems, Inc. eNPS is a service trademark of Bain & Company, Fred Reichheld, and NICE Systems, Inc.
1. Please clearly indicate the name “Unipos” as the source of the information. 2 If you use this on your website, please include the link below as the source. URL: https://unipos.me/ja/
Summary of “Awareness Survey on Praise and Engagement”
・More than 70% express gratitude and praise within the company “at least once a month”
・The average eNPS score in this survey was -65.2
Point 1: The eNPS of those who “do not express gratitude/praise” is 40.3 points lower than those who “convey gratitude and praise every day.”
Point 2: More than half of the respondents feel hesitant about expressing gratitude and praise.
More than 70% of respondents answered “at least once a month” regarding the frequency of expressing gratitude and praise within the company.
When asked, “How often do you express gratitude and praise within your company?” (n=526), 29.7% said “every day,” 22.4% said “several times a week,” and 22.4% said “every week.” 11.8% answered “Once” and 9.9% answered “At least once a month.” 73.8% of the people have habitually expressed gratitude and praise to some extent, which is a very positive result for our company.
Employee engagement is 40.3 points lower among those who “do not express gratitude and praise” than those who “communicate every day.” [Image 3
In this survey, we measured employee engagement using the Employee Net Promoter Score (hereinafter referred to as eNPS), which asks respondents how likely they are to recommend your workplace to close acquaintances and friends (workplace recommendation level). As a result, the overall average is -65.2.
When this was multiplied by the frequency of expressing gratitude and praise, the highest recommendation level was found to be -48.7 for those who answered that they expressed gratitude and praise every day, which was 16.5 points higher than the overall average. It was a higher score. We also found that the degree of recommendation increases in order of the frequency of gratitude and praise. Those who answered that they do not express their gratitude and praise were -89.0 points, which was -23.8 points lower than the overall average, and a 40.3 point difference from the group who answered that they communicated it every day.
From this result, it can be considered that “people who express gratitude and praise more often” have higher employee engagement. The number one reason for wanting to convey gratitude and praise is “It makes the person who receives it feel positive.”
For those who answered that they express gratitude and praise more than once a month, they were asked, “Please tell me what makes you want to convey gratitude and praise. (Multiple answers allowed)” (n= 388), 45.4% of the respondents answered, “Because the recipient tends to feel positive,” followed by 43.6%, “Because I want to strengthen relationships with subordinates and colleagues,” and 43.6% of respondents said, “I want to strengthen relationships with
subordinates and colleagues.” 42.3% of respondents answered, “Because it improves the atmosphere.”
Although it’s a close call, many people use the opportunity to convey their gratitude and praise to give top priority to the benefits of the recipient, rather than their own benefits, such as building
relationships between themselves and those around them within the company. It turns out.
More than 70% express gratitude and praise within the company, but on the other hand, more than half feel hesitant.
When asked, “Please tell me why you feel hesitant when giving thanks or praise. (Multiple answers allowed)” (n=526), 45.2% of people answered, “I don’t feel hesitant.” However, the above-mentioned result that “more than 70% convey gratitude and praise at least once a month” suggests that some people who express gratitude and praise include those who do so with hesitation. I can see it.
There were three main reasons for my hesitation. 1st place was “I have to do my job even if I am not appreciated or praised” at 19.6%, 2nd place was “I don’t know what to say” at 18.3%, and 3rd place was “Communication with people in the company.” 12.4% said “I don’t want to take it.” The idea that work must be done regardless of whether or not gratitude or praise is given is thought to be a factor that prevents people from expressing their gratitude and praise, followed by “I don’t know how to express it” and “I don’t want to communicate.” You can get a glimpse of the true feelings of employees who are worried about how to say “No,” or how to communicate. summary
This survey found that 70% of people express gratitude and praise at work, and that the more often they express gratitude and praise, the more employee engagement improves. On the other hand, it was also found that more than half of the people feel hesitation even when expressing gratitude and praise.
One effective way to create an environment that increases employee engagement is to create a habit of expressing gratitude and praise among employees on a daily basis, to facilitate smooth communication, and to take measures to ensure that employees do not feel hesitant about their actions. it might be.
In recent years, data has shown that improved engagement leads to increased sales (*). We also believe that increasing engagement through appreciation and praise for the revival of Japanese companies may help.
*From Motivation Engineering Research Institute/Keio University Graduate School of Business Administration/Business School Iwamoto Laboratory joint research “Engagement and Corporate Performance” Through the peer bonus system, “Unipos” has realized a service design that makes it easy to convey gratitude and praise on a daily basis.In addition, as a post-implementation support service, Unipos has created a service design that makes it easy to convey gratitude and praise. We provide advice based on past cases and data on points such as whether it is easy to receive.
We will continue to refine our services in order to create an internal environment where employees can work with high engagement, bring positive changes to the entire organization, and become a partner for companies that are going through trial and error to transform their organizations.
■About Unipos, which “changes culture and brings out the power of people and organizations”
Unipos is a company-wide participatory culture platform centered on Peer Bonus (R).
By exchanging praise for contributions and small incentives, we foster a culture of praise and increase behavior that changes the
organization. We support the creation of “strong organizations” by improving psychological safety, engagement, and improving turnover rates.
■About Unipos Co., Ltd.
Unipos Co., Ltd.’s purpose is to “Create an era where we can create the best group ourselves”, and we support the creation of a foundation for cultural change in organizations with software and services.
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■Unipos Co., Ltd. Overview
Company name: Unipos Co., Ltd. (stock code: 6550)
Address: Aoyama Oval Building 7F, 5-52-2 Jingumae, Shibuya-ku, Tokyo Representative Director, President and CEO Gen Tanaka
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