HRO Today April 2017 - 39

Workforce Management
Companies eager to optimize their recognition
programs need to quantify their effects, despite their
more qualitative nature, and integrate this data into
broader business strategies.
This can be executed using five best practices:
By rewarding the
activities that data
1. Start by tracking program metrics. When organizations
are just beginning to track recognition metrics, it can
be difficult and overwhelming to determine which
performance indicators they should monitor. " Where
clear metrics exist, like sales and expense management,
the cost effectiveness of recognition programs can easily
be determined, " says Costello. " However, the subjects
discussed in many boardrooms today involve behavioral
metrics beyond those mentioned. "
That is why David Sturt, executive vice president of
marketing and business development at O.C. Tanner,
suggests a framework of three different tiers of ROI
feedback and measurement: program metrics, culture
metrics, and business metrics.
Within this framework, program metrics report basic
information about recognition program usage, culture
metrics address employee satisfaction and engagement,
and business metrics reveal program effects on key
business indicators, such as productivity and profits.
Sturt believes that organizations should begin their
monitoring efforts at the program metrics tier.
" Program metrics track things like usage, adoption,
frequency, reach-information that you can get if you
analyze what is happening with recognition across the
enterprise, " Sturt says.
The data on the program level is straight-forward,
easy to interpret, and easy to collect, and according to
Matt Tremmaglia, director of strategy and operations
at Achievers, provides valuable information needed to
drive recognition program adoption and usage among
both employees and team leaders.
2. Incorporate culture and business metrics that are
already tracked in other areas. As the recognition
program grows and becomes more widely utilized, HR
professionals should begin to incorporate additional
data points that measure company culture and business
performance into their analytics. Sturt recommends
that companies do this by utilizing metrics that that
are already being tracked by their HR and operations
functions, such as employee engagement, retention,
shows are linked to an
organization's specific
business objectives or
desired cultural values,
companies can utilize
recognition to shape
the culture of their
workforce and reinforce
positive behavior.
productivity, and customer satisfaction.
" By using the three-tiered approach, HR professionals
can go as far as they want to go to show the value, the
impact, and the influence that recognition is having on
the organization, " says Sturt. For most organizations,
Sturt believes that tracking five program metrics, three
to four culture metrics, and one business metric is
sufficient to illustrate key patterns and trends.
APRIL 2017 | www.hrotoday.com
[39]
http://www.hrotoday.com

HRO Today April 2017

Table of Contents for the Digital Edition of HRO Today April 2017

HRO Today April 2017 - 1
HRO Today April 2017 - 2
HRO Today April 2017 - 3
HRO Today April 2017 - 4
HRO Today April 2017 - 5
HRO Today April 2017 - 6
HRO Today April 2017 - 7
HRO Today April 2017 - 8
HRO Today April 2017 - 9
HRO Today April 2017 - 10
HRO Today April 2017 - 11
HRO Today April 2017 - 12
HRO Today April 2017 - 13
HRO Today April 2017 - 14
HRO Today April 2017 - 15
HRO Today April 2017 - 16
HRO Today April 2017 - 17
HRO Today April 2017 - 18
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HRO Today April 2017 - 20
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