HRO Today June 2018 - 34

Employee Engagement
creating and helping to create this groundswell. The
more we can give them visibility and tools to participate,
the more successful we find we are. "
A combination of peer-to-peer recognition and managerto-employee
recognition helps drive high employee
engagement in a program. A platform that makes it
easy for both managers and peers to interact, thank
each other, and recognize each other's achievements will
further increase adoption rates.
" What's most effective in recognition is that combination
of it being manager-to-staff and also very distinctly
the possibility of it being peer-to-peer. The moment
of recognition is a human thing. It's allowing people
to be human, to have a positive message-a message
that supports the strategy, the purpose, and the values
of the company; that's authentic; that's genuine; and
happening frequently throughout the year, " says Irvine.
Adopting this type of multi-layered recognition program
has allowed Ericsson to make recognition part of each
employee's day-to-day life. According to Hulett, their
approach to consists of three levels of recognition that
allow the company values to be reinforced by all levels of
the organization. These three levels include:
1. Social recognition which allows employees to recognize
peers on the company website for any of the 12 behaviors.
2. Recognition points which can be distributed by peers
and managers for executing behaviors in connection to
strategy and achieving results against that strategy.
3. Cash awards granted by managers around strategy
execution and delivered with an account of what was
achieved to reinforce the success.
* Establish role models. A good recognition program
starts at the top. In order to effectively align employees
with the company's core values, employees need
to understand those values and how they relate
to their day-to-day tasks. Senior leadership is key
to communicating these goals, highlighting these
connections, and providing a positive example.
" A core best practice is definitely executive sponsorship, "
says Irvine. " The senior people are behind wanting
to reinforce the company values and they see the
connection between employees wanting to work for a
company with purpose, so it's really important that senior
leadership give their sponsorship to that initiative. "
[34]
HRO TODAY MAGAZINE
|
JUNE 2018
However, in addition to securing buy-in from senior
leadership, it's also important to create role models at
the employee level. " Identify one to three champions
in each department within your organization who are
culture carriers and ask them to pave the way for others
by recognizing those around them (colleagues, managers,
reports, etc.) for behaviors that reinforce your company's
unique values, " says Baumgartner.
By actively modeling the company's values in everything
the organization does and making an example out of
employees who exhibit these values, Ericcson's leadership
effectively encourages their other employees to do the
same. " When we think about our culture, so much of it is
just making people aware and making sure that they're
motivated to change. When we can set proof points of
people who have demonstrated this behavior and give
role models for the organization, I think [it's] been really
received positively. And it actually reinforces our key
behaviors as well, " Hulett says.
* Provide frequent and visible recognition. Another
key element of effective values-based recognition is
visibility and frequency. " Gone are the days when you
could recognize somebody once a year and think that
that was enough-that is not enough, " explains Irvine.
" Our data shows that recognition really needs to be
happening at a cadence of every four to six weeks, you
need to be touching about 80 percent of your employee
population in a year, and therefore about 80 percent of
the employee population should be expected to receive
recognition every four to six weeks. "
Providing recognition that is frequent and promoted
throughout the company improves more than just
engagement. " Recognition gives us the ability to make
benchmarking and best practice sharing a little bit more
recognizable because it is something that we make visible
on our website and in our all-employee meetings. I also
think it helps us to set the priorities, " says Hulett.
A functional recognition platform that provides
social capabilities is one way that organizations can
ensure recognition is done well. Gelinas believes that
organizations should " provide recognition visibility,
either through a social feed or leaderboard, to amplify
the recognition experience. Use technology or offline
solutions to ensure timeliness of the recognition
moment. " Such platforms allow employees to be
recognized quickly, specifically, and publicly, empowering
employees to truly live by the company values.

HRO Today June 2018

Table of Contents for the Digital Edition of HRO Today June 2018

HRO Today June 2018 - 1
HRO Today June 2018 - 2
HRO Today June 2018 - 3
HRO Today June 2018 - 4
HRO Today June 2018 - 5
HRO Today June 2018 - 6
HRO Today June 2018 - 7
HRO Today June 2018 - 8
HRO Today June 2018 - 9
HRO Today June 2018 - 10
HRO Today June 2018 - 11
HRO Today June 2018 - 12
HRO Today June 2018 - 13
HRO Today June 2018 - 14
HRO Today June 2018 - 15
HRO Today June 2018 - 16
HRO Today June 2018 - 17
HRO Today June 2018 - 18
HRO Today June 2018 - 19
HRO Today June 2018 - 20
HRO Today June 2018 - 21
HRO Today June 2018 - 22
HRO Today June 2018 - 23
HRO Today June 2018 - 24
HRO Today June 2018 - 25
HRO Today June 2018 - 26
HRO Today June 2018 - 27
HRO Today June 2018 - 28
HRO Today June 2018 - 29
HRO Today June 2018 - 30
HRO Today June 2018 - 31
HRO Today June 2018 - 32
HRO Today June 2018 - 33
HRO Today June 2018 - 34
HRO Today June 2018 - 35
HRO Today June 2018 - 36
HRO Today June 2018 - 37
HRO Today June 2018 - 38
HRO Today June 2018 - 39
HRO Today June 2018 - 40
HRO Today June 2018 - 41
HRO Today June 2018 - 42
HRO Today June 2018 - 43
HRO Today June 2018 - 44
HRO Today June 2018 - 45
HRO Today June 2018 - 46
HRO Today June 2018 - 47
HRO Today June 2018 - 48
HRO Today June 2018 - 49
HRO Today June 2018 - 50
HRO Today June 2018 - 51
HRO Today June 2018 - 52
HRO Today June 2018 - 53
HRO Today June 2018 - 54
HRO Today June 2018 - 55
HRO Today June 2018 - 56
HRO Today June 2018 - 57
HRO Today June 2018 - 58
HRO Today June 2018 - 59
HRO Today June 2018 - 60
HRO Today June 2018 - 61
HRO Today June 2018 - 62
HRO Today June 2018 - 63
HRO Today June 2018 - 64
HRO Today June 2018 - 65
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-chro-today-2019
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-november-2019
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-may-2019
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-march-2019
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-july-august-2019
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-january-february-2019
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-april-2019
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-september-2019
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-october-2019
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-june-2019
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-december-2019
https://www.nxtbook.com/sharedxpertise/sharedxpertise/chro-today-2018
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-may-2018
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-april-2018
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-september-2018
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-october-2018
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-november-2018
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-march-2018
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-june-2018
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-january-february-2018
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-july-august-2018
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-december-2018
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-september-2017
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-october-2017
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-november-2017
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-march-2017
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-june-2017
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-july-august-2017
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-january-february-2017
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-may-2017
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-december-2017
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-april-2017
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-september-2016
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-october-2016
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-december-2016
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-november-2016
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-may-2016
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-march-2016
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-june-2016
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-january-february-2016
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-july-august-2016
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-april-2016
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-october-2015
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-november-2015
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-july-august-2015
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-september-2015
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-june-2015
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-april-2015
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-july-august-2014
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-november-2014
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-october-2014
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-december-2014
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-january-february-2015
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-june-1014
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-may-2014
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-april-2014
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hrot-january-february-2014
https://www.nxtbookmedia.com