HOW TO GET EXECUTIVE BUY-IN FOR RECOGNITION JANUARY 29, 2014

Transcription

1 HOW TO GET EXECUTIVE BUY-IN FOR RECOGNITION JANUARY 29, 2014

2 JOIN THE #hrinfluencers

3 Writer, Speaker, Cat Lady LAURIE RUETTIMANN More than 15 years' experience in diverse and complex corporate human resources and consulting

4 Strategic Advisor, Executive Coach, Obsessed With Horses JENNIFER MCCLURE 25+ years' experience as an HR & Recruiting leader, coach & consultant in a variety of businesses ranging from small/familyowned to Fortune 100

5 BUILDING YOUR CULTURE OF RECOGNITION

6 DEFINING RECOGNITION

7 POLL QUESTION: Does your company have a formal recognition program?

8 WHAT ISN T RECOGNITION?

9 SHOULD A RECOGNITION PROGRAM BE DEFINED? Recognition vs. Appreciation Formal vs. Informal Consistent Communicated Measurable

10 WHAT IS SOCIAL RECOGNITION? Employees' program Viral participation Everyone on lookout Positivity flows with work Community experience Calibrated award levels

11 RECOGNITION JOURNEY TACTICAL Disparate programs Inconsistent experiences Reward distribution focus Difficult to measure / monitor ENTERPRISE Consolidated programs SaaS Global experience Compliant Reward choice Measurable STRATEGIC Social Recognition Viral participation Everyone on lookout Positivity flows with work COMMUNITY Publicize recognition Colleagues congratulations Connections define community Broadcast culture MOBILE Everywhere access Full program Global support Native apps Enterprise security TALENT Recognition analytics Team comparisons Executive insights to culture Integration with Talent Management

12 RECOGNITION IS a driver of engagement and performance an opportunity to reinforce corporate values more motivating with praise AND prize more effective when extended beyond acknowledging tenure alone most beneficial in evaluating performance when incorporating crowdsourced data

13 MEASURING RECOGNITION

14 POLL QUESTION: Does your company do a great job of recognizing employees and linking performance to financial and operating results?

15 Top HR Challenges INCREASE ENGAGEMENT SHRM/Globoforce Spring 2013 Survey Report

16 12x DRIVE BUSINESS RESULTS Our research finds that those organizations with the most mature employee recognition approach are 12 times more likely to have strong business results. SOURCE: The Employee Recognition Maturity Model: A Roadmap to Strategic Recognition - Bersin & Associates

17 RECOGNITION GETS RESULTS 31% lower turnover at companies with effective recognition 60% increase in engagement from recognizing employee performance 63% higher productivity from engaged companies 15% boost in engagement leads to 2% increase in operating margin

18 RECOGNITION IS CRITICAL TO TALENT MANAGEMENT & BUSINESS OBJECTIVES HR and business leaders utilizing social recognition and reward systems report significant improvement in employee engagement and business outcomes. Social recognition and reward concepts enable HR leaders to re-evaluate traditional approaches to performance management, employee referrals and other talent management systems. Yvette Cameron Director, HCM

19 WHICH OF THE FOLLOWING IS MOST LIKELY TO ALIGN YOU WITH COMPANY VALUES AND CULTURE? REINFORCE CORE VALUES SOURCE: Workforce Mood Tracker Summer 2013 Report

20 SELLING RECOGNITION (Gaining Executive Buy-In)

21 POLL QUESTION: Who should be the driving force behind a Recognition Program?

22 BUILDING A BUSINESS CASE 1. Executive Summary 2. Problem Statement 3. Analysis 4. Solution Options 5. Preferred Solution 6. Cost-Benefit Analysis 7. Recommendations 8. Implementation Plan

23 HAS BEING RECOGNIZED CREATED A POSITIVE CHANGE IN YOUR BEHAVIOR IN ANY OF THE FOLLOWING? HIGH IMPACT RECOGNITION SOURCE: Workforce Mood Tracker Summer 2013 Report

24 WHO SHOULD CHAMPION A RECOGNITION PROGRAM? SOURCE: Business Analysis Blog

25 Recognition drives business results. Recognition is critical to talent management and business objectives. SUMMARY Recognition can help a company reinforce core values. HR should build a business case for recognition. Recognition should be championed by key stakeholders with passion.

26 QUESTIONS?

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