HRO Today January/February 2018 - 31

Workforce Management
recognition platform, organizations have a key piece of
data into the likelihood that an individual is going to be
a great candidate for promotion, and that's the extent to
which they recognize those around them, " she says.
Always
6%
Very
By taking the time to observe and acknowledge great
performance, these individuals demonstrate that they are
invested in the success and development of the people
around them as well as the organization as a whole.
Rewarding Desired Traits
Managers can use recognition to identify and reward
individuals with key values that are aligned with their
corporate culture. When a recognition program reinforces
values such as integrity, leadership, or passion, employees
are more likely to exhibit behaviors related to those values.
According to Judd Weisgal, senior vice president of sales at
Madison Performance Group, when evaluating employees
for the leadership pipeline, " You can use reporting to
look at things such as core values and find folks who live
and breathe the company values. Core values are often a
good indicator of character, and with performance-based
awards that factor into the value-based behaviors, your
program can shine a light on those who not only have
talent but integrity. "
By identifying potential candidates early and providing
consistent recognition and leadership training until a new
opportunity becomes available, managers can ensure a
quicker transition process.
" Not only is knowing who is well-suited for a future
role important, the second part of that is developing
those with leadership potential, " explains Bernard. " A
company should identify the traits that they find critical
to the success of a leader, or the leadership performance
indicators. Those then become the basis on which an
engagement and recognition strategy is built, and on
which a company recognizes and rewards an individual's
success. "
The organization can also recognize its employees for
participating in learning and development activities like
online courses. " It's important to send a message to
the organization that taking steps to develop oneself
is important to the organization's success and leads to
recognition moments, " says Gelinas.
Communicating Recognition Effectively
Frequently
32%
The majority of organizations
demonstrate a strong
preference for internal
promotions: 77 percent
promote leaders from within
" always, " " very frequently, "
or " frequently, " while
only 23 percent " never, "
" very infrequently, " or
" infrequently " do so.
Never
1%
Very
Infrequently
5%
Infrequently
17%
Source: Bersin by Deloitte
Frequently
39%
While an organization's recognition platform is a powerful
tool to strategically develop top performers, increase
engagement, and improve corporate reputation, it must
be communicated effectively for best results.
" Visibility of recognition achievements across an
organization is the key thing-it's critical. We live
in the age of social networks so being able to share
those moments and capture them becomes part of the
communication strategy, " says Weisgal.
By publically recognizing employees who have
changed roles or been promoted, Gelinas believes that
organizations can increase the visibility of their internal
mobility program, alerting employees to the available
advancement opportunities and amplifying the employee
experience.
" Meaningful and purposeful recognition communicates
sincere appreciation of the employee's contribution to the
organization, " says Beckstrand. " It reinforces a culture not
only of appreciation, but of opportunity and wellbeing.
Promoting from within is consistent with a culture that
values employees and recognizes their worth to take
on expanded responsibilities and assume leadership
positions. "
JANUARY/FEBRUARY 2018
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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
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