Organizations can maximize the impact of their recognition programs by offering experiential rewards.
By Christa Elliott
The research is clear—employees want to be recognized at work, and according to a 2016 Gallup poll, only 51 percent of workers are satisfied with the recognition they receive at work. But when approaches such as social recognition or monetary rewards aren’t resonating with employees, there is another option. Using experiential rewards can be an effective way to engage employees through a personalized approach, proving to them that their employer values what they bring to the table.
Going through a company transition? Here’s advice on how to ensure the best from employees.
By Chatelle A. Lynch
When our organization made the decision to become an independently-owned and dedicated global cybersecurity company, we were given only six short months to transition. What made this situation even more unique is that just two years earlier, our employees had already undergone significant transformation. This was during a yearlong integration effort following an acquisition.
Today’s technology allows organisations to provide instant feedback and help improve company culture and employee retention.
By Jo Faragher
Building engagement is a top-ten priority for HR, with almost 80 per cent of executives rating employee experience as very important, according to Deloitte’s Human Capital Trends research for 2017. If organisations want to improve productivity and business results, a “culture of recognition”—with regular feedback to employees and clarity on their goals—is a step in the right direction.
By Marta Chmielowicz
Can recognition programs deliver business results that directly impact the bottom line? This question has preoccupied HR professionals for years, but with the recent surge and accessibility of data, the answer is closer than ever before.
Promoting top-performers may be the best way to fill difficult vacancies.
“I’ve accepted a position with another company.”
Recognition can be a complex task but implementing an effective programme has multiple benefits.
By Belinda Sharr
Ambitious employees—no matter where they work around the globe—want their accomplishments highlighted. Recognition is an important part of the employee experience at a company, and studies have indicated that recognition is tied to great things—increased employee engagement and retention, and better business results. And what does this mean for the bottom line? In 2015, studies from Aon Hewitt found that a 5 per cent increase in employee engagement is linked to a 3 per cent increase in revenue growth in the subsequent year.
2016 EMEA iTalent Competition winner Rideau revolutionises recognition with its Vistance platform.
Picture this: It’s 2030 and your company is struggling to grow, not because the services you provide are unnecessary, but because you simply cannot find the right employees to fill your most important positions. According to Rainer Strack of The Boston Consulting Group in a recent TED talk, this scenario may become a reality.
Today’s technology provides three key components to ensure a rewarding employee experience.
Research shows that modern employees, regardless of age, gender or industry, want to be recognized for a job well done. Despite this desire—and the fact that SHRM research finds 76 percent of companies have recognition programs—a 2014 survey from BambooHR found that nearly 82 percent of employees don’t think they’re recognized for their work as often as they deserve. But technology is helping to solve this problem. Today’s recognition platforms are designed to make delivering, streamlining, and tracking company-wide recognition efforts more intuitive.
Using recognition analytics and training to drive the return on engagement
Recognition improves performance. Research has shown that managers who are skilled at recognition have higher-performing staffs across a wide range of performance metrics. Research also has shown that managers who do not properly recognize employees – or fail to recognize at all or rarely recognize their people – have staffs that perform lower in a variety of employee performance outcomes. These employees tend to feel less valued and thus demonstrate lower levels of engagement and are at risk of flight.
When managers fail to recognize workers in a timely and meaningful manner, they risk depressing the performance of their teams. Therefore, organizations need a way to track recognition that is going on (or not going on) in their organization as well as the effectiveness of the recognition. Fortunately, recognition is a skill that can be learned. Managers can become better at it, and today’s technology can help identify their individual gaps and train them to become better people managers by giving proper and effective recognition to their employees. The entire process of managing recognition is analogous to Customer Relationship Management, but for employees; Rideau Recognition calls it Employee Relationship Management (ERM).
HR will have their eyes on tech, talent, and leadership development in the coming year.
By Dave Zielinski
As organizations across industries experience disruptive change, HR executives are being challenged to be increasingly agile and resourceful in their strategic planning in order to meet shifting talent and compliance demands. Because of the accelerating digital revolution, acute talent shortages, and the uncertainties associated with a new U.S. presidential administration, 2017 promises to test the ability of human resource leaders to respond to change on multiple levels.
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