HRO Today May 2018 - 48

Workforce Management
Case Study Snapshot:
Recognition Aiding Evaluations
Cyber security solutions provider McAfee is one such
organization that is finding value in leveraging data
from their recognition program for performance
evaluations. Senior Director of Global Compensation
and HR Efficiency Jenn Pierson says their " Bravo!
Rewards and Recognition " program features an
interactive platform that mirrors a social media feed
that allows all employees to post recognition for tasks
and projects. Then others can like it, share it, and make
comments. McAfee partnered with Rideau Recognition
Solutions for a customizable tool that also aligns
recognition to company values.
" We always want employees to think about how
what they are doing ties back to company values, "
Pierson says. By doing this, she explains, employees
become more engaged in their work and have a greater
understanding of how their role has an impact on
products and services.
Specific and values-based feedback plays a key role
in superior employee performance in a fast-paced,
customer-facing environment. " In any organization that
moves with the speed and agility like McAfee does, the
ability to get continuous feedback and recognition from
managers and peers is going to be crucial to ensuring
the employees develop and deliver successfully time and
time again, " Pierson finds.
As part of the employee development process, McAfee
are getting recognized for and how these achievements
are aligned with company values. Scheidler says that if an
employee continues to get recognized for innovation, this
should be a part of the conversation come review time or
when ongoing feedback is given.
* Recognition source. Saunderson recommends tracking
the sources of recognition, especially focusing on the
amount of unique senders and recipients. The employee
[48]
HRO TODAY MAGAZINE
| MAY 2018
managers can incorporate recognition data during
performance evaluations. " 'Bravo' enables managers to
review all recognition that an employee has received
throughout the year as part of a continuous process
and use it as one component of a larger thoughtful
and holistic review of an employee's performance over
that entire review period, " she explains. This approach
also expands the scope of feedback for an employee
since it includes other stakeholders, like project
managers and peers.
Through self-service analytics and reports, managers can
view which employees are being recognized, how often
they are being recognized, who is providing recognition,
and for what types of behaviors. " Managers are also
able to analyze the data for themselves to see if there
are consistent themes for an employee, " Pierson says. For
example, the system can show if an employee is often
getting accolades for teamwork, speed, or innovation.
Pierson says managers can look to those details and
patterns to provide employees specific performance
feedback and outline a growth path that plays up their
strengths.
At McAfee, HR plays a critical role in enabling managers
to successfully leverage the recognition program-and
it makes a big difference. " We feel recognition is a
key lever in our total rewards package, " Pierson says.
" Employees are more engaged when they see that their
contributions are valued. "
level can also provide HR with more details around impact.
For example, Scheidler says that senior leaders may
commend assistance on important projects while younger
staff may praise mentorship and training. This information
provides insight in how employees interact with others
and their potential for future leadership positions.
* Geography. Scheidler says recognition data can provide
HR a picture into where employees are having the

HRO Today May 2018

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

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