HRO Today Baker's Best 2016 - 25

TOP RECOGNITION PROVIDERS
These activities include:
and managing editor for O.C. Tanner.
* asking curious and provoking questions;
* seeing and understanding how things actually work;
* having frequent engaging conversations;
* always looking to improve upon things; and
* making a difference by seeing things through
end to end.
Get Social
Social recognition programs help form relationships
and exemplify good work by allowing employees at all
levels to share feedback and appreciation. They can also
help promote company culture.
" The peer component of the program is critical in
ensuring that peers have the opportunity to recognize
one another for moments of extraordinary acts, and is
fundamental to unifying the team-based approach that
we have at JetBlue, " says Geraghty.
Save Mart Supermarkets experienced similar success.
After using Achievers' social recognition platform for six
quarters, the grocery store saw a 112 percent growth in
customer satisfaction across all locations.
There are a few recommended steps to take to ensure
an effective social recognition implementation.
Focus on the launch. " The way you roll-out your social
recognition program is critical to its success, " says
Lochner. " Employees should feel energized and inspired
to use it, spreading adoption across the company. "
Companies cannot just throw the workforce into the
social recognition pool without teaching them how to
swim first. There needs to be explanation of why to
use the program, training on how to use the program,
and communication on the strategy within the bigger
picture.
Organizations should also focus on communicating the
goals of program to managers and leadership. " Invite
local leadership, human resources, and managers as
early as possible into the planning process. This will
provide a sense of ownership to each locale, leadership
support, and endorsement, and creates recognition
champions, " says Heather MacArthur, content director
Execute after the launch. In addition to a strong and
informative rollout, there has to be a sustainable
strategy. Rideau's Hart explains that there should
be continual efforts to revitalize the program,
whether it be three months, six months, or 18 months
out. Innovate introductions-adding new cards or
contests-will keep employees interested. " You do
things that keep it alive and make it a destination
opposed to a program, so employees want to be there, "
says Hart.
Have leaders embrace it. Without managers and
leadership utilizing the program, the workforce as a
whole will be less likely to hop on the bandwagon.
" Social recognition is vital to implement, but won't
exist for very long or very successfully if leaders and
managers do not lead by example, " says Hart. " In
order to create a culture of recognition, your executive
team should be a part of the excitement, voicing
their support and participating in the program, " says
Lochner. " Social recognition should be an extension
of your brand, highlighting the positive values and
behaviors that your company believes in to drive
results. "
Don't dismiss the data. " One of the best ways to
leverage social recognition is through data analysis;
however, many companies don't yet realize the
benefits, " says Mosley. By leveraging social recognition
platforms, information about your workforce-such as
high or low performers-can come to light that could
have easily slipped through the cracks, especially in a
large organization. " When you analyze [employees']
patterns, you can gain insights into how jobs get done,
how teams should be configured, and where to find
your company's 'hidden influencers' or 'flight risks,' "
says Mosley.
According to a 2014 CareerBuilder report, of the 18
percent of employees who said they intended to
leave their positions that year, 65 percent of them
cited not feeling valued as one of the top reasons for
leaving. This is largely preventable employee attrition.
A strategically applied recognition program can
improve engagement and retention issues for global
organizations.
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