HRO Today January/February 2018 - 30

Workforce Management
Recognize
What
Works
A succession plan that deploys recognition
effectively must include both tangible and
intangible recognition, ranging from verbal and
public recognition to physical recognition rewards.
" The key is to understand what motivates employees
and use a recognition program that allows fl exibility
in the solutions, " explains Dana Bernard, HR director
of Summit Recognition Solutions.
Examples of recognition that might promote internal
mobility include:
* Points-based recognition. " Award points for
demonstrating specifi c values, behaviors, and/
or achievements, such as completion of goals or
learning and development activities, " says Jeff
Gelinas, vice president of product and people at
Engage2Excel.
* Recognition feeds and leaderboards. " The social
nature of a recognition newsfeed helps to publicize
any internal mobility that takes place, which as a
result, helps to promote and highlight the support
for mobility across the company, " says Diane
Scheiler, head of HR at Achievers.
* In-person recognition. According to Engage2Excel's
Trendicators report, 61 percent of employees
believe that recognition should occur at an inperson
event.
* eCards. eCards that reward cultural values or
specifi c behaviors allow for timely recognition
which is known to promote employee
engagement.
in the organization, and they can systematically focus
on those goals and developmental objectives and use
recognition as a tool to acknowledge when those things
are happening, " explains Baumgartner.
The role of management is twofold: Managers are often
the ones building development plans for employees and
delivering the recognition. Offering managers the tools
and training they need for effective talent development is
essential for internal mobility.
" Organizations need to provide managers with the
structure to help them develop their employees' talent,
while at the same time holding them accountable in terms
of accomplishing this effectively, " says Bernard. " This
should defi nitely be one of their individual performance
goals, where they are rewarded and recognized when this
goal is accomplished. "
Identifying Top Performers
But how can companies identify which employees are
worth the investment?
The answer: data.
" Using a recognition platform allows you to track who is
being recognized, how often, and for what. This is great
data that complements performance reviews and other
feedback mechanisms to evaluate performance, fi t, and
potential, " says Beckstrand.
While Weisgal believes that traditional performance-based
indicators are important to use when identifying top
talent, he agrees that recognition metrics add a valuable
dimension to employee reviews, providing a fairer and
more holistic view of overall performance.
By including recognition data in performance reviews, HR
leaders can evaluate their employees' potential as well as
past performance. " Past performance is a good indicator
of the ability to take on new or expanded responsibilities, "
says Beckstrand. " A track record of receiving recognition
for going above and beyond expectations is a strong
indicator of a pattern of doing more than is expected, and
a good sign of potential, " says Beckstrand
However, it may be better to give then to receive. According
to Baumgartner, individuals who frequently recognize
those around them are even more likely to be promoted
within an organization than individuals who frequently
receive recognition. " When using a recognition tool or a
[30]
HRO TODAY MAGAZINE
|
JANUARY/FEBRUARY 2018

HRO Today January/February 2018

Table of Contents for the Digital Edition of HRO Today January/February 2018

HRO Today January/February 2018 - 1
HRO Today January/February 2018 - 2
HRO Today January/February 2018 - 3
HRO Today January/February 2018 - 4
HRO Today January/February 2018 - 5
HRO Today January/February 2018 - 6
HRO Today January/February 2018 - 7
HRO Today January/February 2018 - 8
HRO Today January/February 2018 - 9
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