HRO Today October 2019 - 20

Recognition Driving Business Results
An effective recognition program can improve retention while reinforcing key organizational values.
By Marta Chmielowicz
A
s the war for talent continues, employers
are increasingly adopting human-centered
approaches to drive business results and bring
more humanity to employees' experience
at work. According to the 2018 SHRM and Globoforce
Employee Recognition Report, retention and culture
management are two of the top challenges of today's
businesses-and a values-based recognition program can
help.
In fact, 80 percent of survey respondents say their
organizations have an employee recognition program,
and the majority say that this program helps with:
* organizational culture (85 percent);
* employee engagement (89 percent);
* employee relationships (86 percent); and
* organizational values (83 percent).
And values-based recognition has an even greater
business impact; recognition programs tied to values are
1.5 times more likely to be rated " good " , and programs
not tied to values are six times more likely to be rated
" poor " . HR leaders have begun to realize this impact,
choosing to design their recognition programs with
values in mind in order to:
* empower employees to recognize and feel recognized
across the organization (88 percent);
* create a positive employer brand (64 percent);
* reinforce and drive business goals (57 percent); and
* make recognition easier for employees (49 percent).
How can organizations create a recognition program that
delivers on these benefi ts? Jeff Gelinas, vice president of
product and people at Engage2Excel, recommends a fourstep
approach:
[20]
1. Defi ne the specifi c behaviors associated with company
| OCTOBER 2019
HRO TODAY MAGAZINE
values. " Rather than simply stating the value, defi ne
the value and the behaviors associated with that value, "
he says. " For example, if integrity is a value, specify
the actionable behaviors associated with acting with
integrity, such as doing the right thing even if nobody is
watching you or not covering up bad news. "
2. Provide recognition visibility. Gelinas suggests that
organizations enhance the recognition experience socially
through an intranet platform or leadership board.
3. Use technology to ensure timeliness of the recognition
moment. Research shows that more frequent and timely
recognition is associated with better performance, more
productive performance conversations, and a more
supportive peer feedback environment.
4. Adopt a rewards experience that's meaningful
and relevant. In the interest of cost savings, many
organizations deliver recognition without a monetary
reward. However, the study suggests that investing just 1
percent of total payroll can signifi cantly improve results:
Funded programs are 86 percent more likely to be rated
as good or excellent.
Gelinas also suggests that organizations leverage their
technology solutions to measure the performance of their
recognition program and tailor it accordingly. " Today's
recognition and rewards providers provide reporting and
analytics to measure program effectiveness. However,
it's important that employers survey employees to
understand overall engagement levels throughout the
organization and pinpoint improvement areas. "
Metrics like program participation by demographic,
frequency of recognition given or received, and the
source of recognition can be compared to employee
engagement feedback in order to deliver a more
personalized program that is customized to the needs of
the organization and its employees.
THOUGHT LEADERSHIP

HRO Today October 2019

Table of Contents for the Digital Edition of HRO Today October 2019

HRO Today October 2019 - 1
HRO Today October 2019 - 2
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