HRO Today July/August 2016 - 20

Baker's Dozen: Recognition
2016 Baker's Dozen: Recognition
By The Editors
HRO Today's Baker's Dozen rankings are based solely on feedback from buyers of the rated services; the ratings are not based on
the opinion of the HRO Today staff. We collect feedback annually through an online survey, which we distribute both directly to
buyers through our own mailing lists and indirectly by sending service providers the link to send to their clients. Once collected,
response data are loaded into the HRO Today database for analysis to score each provider that has a statistically signifi cant sample.
For this survey, we required 10 responses from 7 companies, and we received feedback from nearly 300 verifi ed customers. In order
to determine an overall ranking, we analyze results across three subcategories: service breadth, deal sizes, and quality. Using a
predetermined algorithm that weighs questions and categories based on importance, we calculate scores in all three subcategories
as well as an overall score. The rankings are based on those scores. The numbers presented in the tables represent those calculated
scores; we include them to demonstrate the relative differences among the ranked service providers.
In addition to the annual review of players entering, exiting and merging in the recognition marketplace, the 2016 Baker's Dozen
Recognition Study had other changes over the 2015 study. The fi rst area addressed was the addition of services to the scope of
services area of the study. There were four options added that respondents could select if their provider offered the service:
mobile-enabled applications; tenure-based recognition services; achievement/performance-based recognition services; and tying
in incentive programs with employee performance. Another change was the inclusion of a measure of ROI, something many past
study respondents have indicated they'd like to see. Specifi cally, study respondents were asked " Our provider helps us quantify the
relationship between incentive programs and employee performance. " Both a rating of the vendor's performance as well as how
important the respondent felt the factor is was part of the survey instrument.
While we do not claim that our methodology is the only viable ratings program available we do vouch for its statistical validity. We
hope this ranking provides you some insight into your next recognition provider.
1. Madison Performance Group
Website: www.madisonpg.com
As a global leader in social recognition, Madison's
business approach encompasses the totality of a
company's performance drivers and focuses on the
individuals responsible for ultimate success-employees,
sales and channel partners. Madison harnesses its
groundbreaking, highly confi gurable, cloud-based
social recognition technology and leverages scientifi c
principles and fi ndings to guide desirable change of
human behavior and elevate performance. Performance
and sales boosting methods coupled with powerful
analytics and innovative solutions give management the
power to purposefully engage an audience; measurably
identify leadership traits; effectively motivate
tangible potential; and sharply incent individuals.
Applying scientifi c principle to performance and
behavior, Madison's offerings help clients do more by
encouraging their audiences to be more. Transforming
cultures within some of the world's most recognizable
brands, Madison provides clients with the competitive
advantage required to succeed in today's ever changing
business environment.
Services:
* Employee reward and recognition programs
* Sales incentive contests
* Employee engagement initiatives
* Incentive group travel
* Individual travel rewards
* Wellness offerings
* Service anniversary programs
* Program design and development
* Website/platform creation
* Communications planning and execution
* Global rewards fulfi llment
* Program management
* Customer service
* Reporting, tracking and analytics
Most important metrics:
* Program specifi c performance indicators
* Improved employee engagement scores
* Incremental revenue gains
* Participant satisfaction levels
* Customer satisfaction levels
* Return on investment (ROI)
[20]
HRO TODAY MAGAZINE | JULY/AUGUST 2016

http://www.madisonpg.com

HRO Today July/August 2016

Table of Contents for the Digital Edition of HRO Today July/August 2016