HRO Today May 2018 - 47

Workforce Management
recognition is critical to driving business results, " says
Theresa Harkins, vice president of client success and
engagement solutions for Inspirus | Sodexo Benefi ts and
Rewards Services, USA. " Recognition feedback is being
incorporated into performance evaluations more because
both recognition and feedback are competencies that are
often used in leadership models. "
Tracking recognition from managers, leaders, and peers
also has the ability to provide a more holistic view of
employee performance. " Instead of relying on an annual
performance review process, organizations are shifting
toward empowering managers, peers, and teams to
provide crowdsourced feedback with a focus on career
development, positive reinforcement, and performance
improvement, " says Derek Irvine, vice president of
client strategy and consulting for Globoforce. " Positive
feedback can be the engine that fuels a more honest
conversation. It opens the door to engage in meaningful
discussions about an employee's performance and
growth in the company. "
Research shows there is power in managerial feedback. A
study from Willis Towers Watson fi nds that 43 percent of
highly engaged employees receive feedback at least once
a week, compared to only 18 percent of employees with
low engagement.
" Everybody cares about getting feedback and
recognition from their supervisor, " Cappelli says.
Today's recognition programs are often a hybrid of
several approaches, including social recognition, peer-topeer
feedback, performance-driven rewards, and formal
recognition strategies. But among these, what helps
organizations deliver performance feedback and build
overarching goals?
" Recognition platforms provide managers with detailed
insights into employee behavior, trends, successes, and
areas for improvement, " says Diane Scheidler, head of HR
for Achievers. " These types of programs allow managers
and organizations to analyze data around how their
employees are interacting with their teams, departments
and other colleagues and incite discussions around goal
tracking, professional development progress, and offer
opportunities for managers to provide detailed feedback
in real-time. "
HR can look to specifi c data points when incorporating
recognition into their performance analysis process.
Only
8%
of companies believe their
performance management
process is highly effective in
driving business value, with
58%
reporting it's not an effective
use of time.
Source: Saba
" Recognition metrics that refl ect or measure the business
performance of a team, recognition received or sent, the
strength of employee relationships, and emotional ties
within the organization are essential to the performance
review process, " explains Harkins .
These include:
* Recognition frequency. HR can fi nd value in examining
how often employees are getting recognized and
how often are they giving recognition. Saunderson
says recognition platforms can track the number and
percentage of recognition activities, including e-cards,
nominations made, recognition messages sent, and
points given, among others.
* Recognition value. HR needs to look at what employees
MAY 2018 | www.hrotoday.com
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HRO Today May 2018

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