In today’s corporate competition, employee engagement stands as a critical differentiator. It’s not simply a feel-good metric but a strategic imperative directly impacting an organization’s bottom line. Incorporating employee performance into this equation further emphasizes its significance in driving success and sustainability.

Beyond their knowledge of payroll and inbound and outbound calls, call center managers need soft and hard work to improve team productivity and customer satisfaction. According to Forbes, leaders who are less inspiring and motivated make 47% of their direct reports consider quitting, and 93% of the time, they are rated in the bottom 10% of productivity. A competent manager should be able to handle challenging calls, handle complaints, and provide excellent customer service.

When employees feel valued and recognized as individuals, they act in ways that benefit colleagues, managers and the organization. They’re also happier, healthier and more engaged. Gallup and Workhuman studied thousands of employees across several countries to gauge the power of recognition. They found that when recognition efforts resonate, employees are: In short, recognition is a powerful motivator and antidote to employee burnout.

How do you celebrate the people working for you in different locations and time zones? If you’re managing remote employees, shoutouts that used to happen in staff meetings now happen in virtual huddles. Instead of bringing donuts to the office, you might give everyone a gift card for coffee. Teams that reach their targets get a bonus or unique gift. Conventional wisdom says these strategies should help with remote employee engagement.