HRO Today July/August 2014 - 15

Recognition
awareness or integration. "
Two Worlds Collide
Should private, personal social networks integrate with
professional achievements? It's been a lingering question
in the industry over the last few years-and continues to
lack a concrete answer.
On one hand, it is beneficial for employees to be able
to share instances of recognition: It can be viewed
as an advertisement for their capabilities, as well as
their employer. " It reinforces that the organization is a
great place to work, " says O'Brien. " There's a lot of reconsumption
value with that social media strategy. "
Suleman says that recognition can easily be listed on
a user's LinkedIn profile, advancing their professional
endeavors. Rather than posting potentially vague
recommendations, the real-time acknowledgement is a
direct result of a job well done.
There are potential drawbacks to integration. Users may
not want to connect their professional profiles to their
personal profiles for privacy reasons. Another concern
is that sharing recognition on external social networks
could lead to a breach of company information and
confidentiality. By sharing information about a project,
specific employees will be linked to it.
And there is potential poaching of top employees
from competitors. " Do you really want your external
headhunters knowing who your top performers are in
your company? " explains Ungashick. " There is a way to
share the information inside your company in an open
and viral way, but in a way that protects your corporate
assets and your people. "
Mobile is not the wave of the future-it is the future.
" For those who haven't made the leap to a social
platform that has a mobile component to it, I think
now is the time to act, " says Suleman. " We're happy
the future is here because we've been preaching the
benefits of mobile and the impact on recognition and
engagement for quite a while. "
All of the newly implemented benefits to recognition
programs are increasingly impressive, but is likely that the
industry has only scratched the surface of what is to come
for recognition technology.
5 Best Practice Pointers
Our experts reveal five ways to ensure mobile is a successful way of sharing recognition.
1. Communicate the recognition program, and communicate the mobile capabilities. " Many of my clients will do a
broad communication initiative to launch a program. They may go as far as to have a video featuring the CEO
of the company. You'll see posters in the break room, you'll see promotional things on the Internet sites, to
promote the accessibility of the mobile app is always a good idea, " says Ungashick.
2. Make sure the program is user friendly and accessible on all devices. " Whether that's desktop, smartphone, or
tablet, there's a solution for them, " says Suleman.
3. Consider your entire workforce. " Keep it simple. But also very intuitive, because there are audiences that aren't
necessarily as comfortable with it, " says O'Brien.
4. Confirm security measures. " Integrate with your company's security system, so employees don't have to remember
a separate login, or password, " says Ungashick. " The convenience factor is that if I'm an employee using single
sign-on, I've already been authenticated by my IT department. "
5. Align mobile recognition with business goals. " Make certain that the mobile strategy connects with the overall
recognition strategy, " says O'Brien. " Make sure that the connections and the recognition activities that are
happening on the mobile devices are connected back to the organization objectives. Then you can measure that
and make certain that it's driving performance, or driving objective, of what the company is trying to achieve. "
JULY/AUGUST 2014
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[15]
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HRO Today July/August 2014

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HRO Today July/August 2014 - 1
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