HRO Today July/August 2015 - 9

Cover Story
FAST FACT:
Engagement, productivity, retention, and performance
increased for more than 80 percent of companies that
use a social recognition platform, finds Brandon Hall
Group.
" We chose Achievers because of the ability to engage
employees, " says DiTondo.
A well-developed and branded recognition program
is key to engaging employees. In fact, research from
Brandon Hall Group shows that a rewards and incentives
program is the most important strategy to improve
employee engagement. And engaged employees go a
long way for organizations in terms of retention (The
Corporate Leadership Council finds 87 percent of highly
engaged employees are less likely to leave organizations)
and productivity (Hay Group reports that companies with
engaged employees earn 2.5 times more revenue).
With 60,000 total employees-50,000 located in different
properties throughout the Las Vegas Strip-MGM opted
to roll out a pilot program for corporate headquarters
and Mandalay Bay's 10,000 employees this past May. " It's
pretty typical with how we implement most things within
our company because of the number of employees, " says
DiTondo. " We do a pilot and learn from it. "
The platform's online, intuitive interface, designed
similarly to Facebook, allows employees to share peer-topeer
recognition. A central location to share accolades
among staff was a significant missing piece to the
previous rewards program.
" Right before we launched, we did a culture survey, "
explains Nicole LaFlamme, director of HR initiatives for
Mandalay Bay. " (Being recognized) by peers and the
team far outweighed any other form of recognition. It's
important to people. "
Recent research from SHRM/Globoforce cites peer-topeer
effectiveness: 41 percent of companies that use
this type of recognition have seen positive increases
in customer satisfaction, and peer-to-peer recognition
is 35 percent more likely to have a positive impact
on financial results than manager-only recognition.
" Peer-to-peer recognition sparks engagement at
all levels of the organization resulting in a more
collaborative environment, regardless of job title or work
In the long term,
MGM is examining if
consistent recognition
and engagement
drive better guest
service scores.
responsibility, " explains Rodney Mason, GVP of marketing
for Achievers. " Peer-to-peer empowers colleagues to
celebrate each other's successes in the moment, providing
immediate recognition and feedback. "
Plus it provides a broad picture for managers to see which
employees across departments are going above and
beyond for the organization. " Before, with the employee
of the month program, only the people of managers
who noticed doing great things were nominated, " says
DiTondo. " With the Achievers platform, I get to see peerto-peer
recognition, and as I manager I get to reward
good things that colleagues are seeing. "
Supervisors and managers have the opportunity to
award points to high-performing employees, which
can essentially be cashed in for rewards. Distribution of
points among supervisors is bottom heavy; meaning that
the more employees on your team, the more points you
have to distribute. " If I am a manager with 300 people
reporting to me, I should have the bulk of the points so I
can be engaging people, " says LaFlamme.
As for the types of rewards, the MGM team wanted to
provide staff with personalized experiences, not just
merchandise. Here is where the Achievers' platform made
a big difference. " Achievers had the flexibility to create a
program the way we wanted to create it, " says DiTondo.
JULY/AUGUST 2015
| www.hrotoday.com
[9]
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HRO Today July/August 2015

Table of Contents for the Digital Edition of HRO Today July/August 2015

HRO Today July/August 2015 - 1
HRO Today July/August 2015 - 2
HRO Today July/August 2015 - 3
HRO Today July/August 2015 - 4
HRO Today July/August 2015 - 5
HRO Today July/August 2015 - 6
HRO Today July/August 2015 - 7
HRO Today July/August 2015 - 8
HRO Today July/August 2015 - 9
HRO Today July/August 2015 - 10
HRO Today July/August 2015 - 11
HRO Today July/August 2015 - 12
HRO Today July/August 2015 - 13
HRO Today July/August 2015 - 14
HRO Today July/August 2015 - 15
HRO Today July/August 2015 - 16
HRO Today July/August 2015 - 17
HRO Today July/August 2015 - 18
HRO Today July/August 2015 - 19
HRO Today July/August 2015 - 20
HRO Today July/August 2015 - 21
HRO Today July/August 2015 - 22
HRO Today July/August 2015 - 23
HRO Today July/August 2015 - 24
HRO Today July/August 2015 - 25
HRO Today July/August 2015 - 26
HRO Today July/August 2015 - 27
HRO Today July/August 2015 - 28
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