3

Busting the

biggest myths about
social recognition.

BI WORLDWIDE.com | Australia | Canada | China | India | Latin Ame...
Even good
human resources
directors can make
big mistakes when
choosing a new
social recognition
product.

BI WORLDWIDE.co...
Join Joy

as she learns

what to
look for –
and

beware of –
when
making this

important
decision.

BI WORLDWIDE.com | Aus...
Joy, Human

Resources Manager,
was asked by
her boss to look at
a number of
competing bids for
a new social

recognition
s...
Joy decided

to go with a
supplier who
touted mobile
apps and
crowdsourcing
capabilities.

BI WORLDWIDE.com | Australia | ...
Within a few weeks,
Joy realized that
things were not
turning out the
way she’d hoped,
including:

BI WORLDWIDE.com | Aust...
Complaints about
visiting app stores
to download
mobile versions
of the system.

BI WORLDWIDE.com | Australia | Canada | C...
Employees angry
about not having
the ability to choose
whether or not their
recognition was
made public.

BI WORLDWIDE.com...
Crowdsourcing
reports showed
the top-rated
employee in the
company was the
friendly – and
ineffective – new
kid in the mai...
“Where did it all
go wrong?”

BI WORLDWIDE.com | Australia | Canada | China | India | Latin America | United Kingdom | Uni...
Unfortunately,
Joy fell
for these
myths:

BI WORLDWIDE.com | Australia | Canada | China | India | Latin America | United K...
Myth #1:
Everyone loves to share.
Not everyone does,
and not always, nor is it
always a good idea
to do so.
A truly advanc...
Myth #2:
All mobile is created equal.
Advanced
social
recognition
delivers a
system that
works on any
device, any time and...
Myth #3:
Crowdsourcing is the future
of recognition.
It’s a great way to find
a new lawn service or
a hidden-treasure
neig...
Truly advanced
social recognition
helps
complement
the performance
review system, but

doesn’t
replace it.

BI WORLDWIDE.c...
Download our article
and learn how Joy
improved her
organization’s recognition
program with G5, the
most advanced social
r...
follow us...

BI WORLDWIDE uses the principles of behavioral economics to produce
measurable results for our clients by dr...
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Busting the 3 Biggest Myths about Social Recognition

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Even good HR directors can make big mistakes when choosing a new social recognition product.

The BI WORLDWIDE development team built G5 and is justifiably proud of this industry-leading new social recognition system for many reasons. Here are just a few:

Badging, the icons that build a community around engagement. G5 badges can be awarded as reinforcement for company values, giving or receiving recognition, celebrating personal or professional milestones or in recognition of objective achievement. Badges can be earned through a progressive rules structure, as part of a “collect ‘em all” design, or through a simple file load.

Tangible rewards that change behavior. BI WORLDWIDE has a diverse and robust tangible rewards collection, featuring millions of merchandise offerings, digital downloads and event ticket options. Through the science of human behavior, we've learned that employee performance increases significantly more when there’s a tangible reward, not cash, to be earned. And through the science of tax implications (and that’s quite a science!), we've proven that our buy-wholesale capabilities really will save you money over our competitors’ tactics of selling gift cards at retail plus a markup.

Truly mobile, truly personalized. When you’re selecting a supplier for social recognition, you need to ask some hard questions about mobility and design. Do my employees need to go through a lot of clunky downloads, or visit an app store? Does the mobile site offer everything that’s on the main system? G5 is ready-to-go on any device, any time. And, with the largest available library of built-in
recognition applications, it requires no additional mobile downloads and no need to visit an app store.

Global, and meaning it. Saying you’re a global company is one thing. Delivering on that promise is another. Because we provide vigorous support with in-country local representation, we understand your environment in the way that other “global” companies cannot. We offer you more than “global” – we deliver global programs, locally.

See what happened to Joy and what you should look for – and beware of – when you’re making this important decision. http://www.biworldwide.com/en/white-papers/employee-engagement/the-3-biggest-myths-about-social-recognition

http://www.biworldwide.com/G5

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Busting the 3 Biggest Myths about Social Recognition

  1. 1. 3 Busting the biggest myths about social recognition. BI WORLDWIDE.com | Australia | Canada | China | India | Latin America | United Kingdom | United States
  2. 2. Even good human resources directors can make big mistakes when choosing a new social recognition product. BI WORLDWIDE.com | Australia | Canada | China | India | Latin America | United Kingdom | United States
  3. 3. Join Joy as she learns what to look for – and beware of – when making this important decision. BI WORLDWIDE.com | Australia | Canada | China | India | Latin America | United Kingdom | United States
  4. 4. Joy, Human Resources Manager, was asked by her boss to look at a number of competing bids for a new social recognition system. BI WORLDWIDE.com | Australia | Canada | China | India | Latin America | United Kingdom | United States
  5. 5. Joy decided to go with a supplier who touted mobile apps and crowdsourcing capabilities. BI WORLDWIDE.com | Australia | Canada | China | India | Latin America | United Kingdom | United States
  6. 6. Within a few weeks, Joy realized that things were not turning out the way she’d hoped, including: BI WORLDWIDE.com | Australia | Canada | China | India | Latin America | United Kingdom | United States
  7. 7. Complaints about visiting app stores to download mobile versions of the system. BI WORLDWIDE.com | Australia | Canada | China | India | Latin America | United Kingdom | United States
  8. 8. Employees angry about not having the ability to choose whether or not their recognition was made public. BI WORLDWIDE.com | Australia | Canada | China | India | Latin America | United Kingdom | United States
  9. 9. Crowdsourcing reports showed the top-rated employee in the company was the friendly – and ineffective – new kid in the mailroom who spent his day chatting and avoiding work. BI WORLDWIDE.com | Australia | Canada | China | India | Latin America | United Kingdom | United States
  10. 10. “Where did it all go wrong?” BI WORLDWIDE.com | Australia | Canada | China | India | Latin America | United Kingdom | United States
  11. 11. Unfortunately, Joy fell for these myths: BI WORLDWIDE.com | Australia | Canada | China | India | Latin America | United Kingdom | United States
  12. 12. Myth #1: Everyone loves to share. Not everyone does, and not always, nor is it always a good idea to do so. A truly advanced social recognition system includes privacy controls both at the administrator and individual level. BI WORLDWIDE.com | Australia | Canada | China | India | Latin America | United Kingdom | United States
  13. 13. Myth #2: All mobile is created equal. Advanced social recognition delivers a system that works on any device, any time and is always in sync. BI WORLDWIDE.com | Australia | Canada | China | India | Latin America | United Kingdom | United States
  14. 14. Myth #3: Crowdsourcing is the future of recognition. It’s a great way to find a new lawn service or a hidden-treasure neighborhood restaurant, but crowdsourcing should never be the primary tool to evaluate your direct reports. BI WORLDWIDE.com | Australia | Canada | China | India | Latin America | United Kingdom | United States
  15. 15. Truly advanced social recognition helps complement the performance review system, but doesn’t replace it. BI WORLDWIDE.com | Australia | Canada | China | India | Latin America | United Kingdom | United States
  16. 16. Download our article and learn how Joy improved her organization’s recognition program with G5, the most advanced social recognition system EVER! B usting the 3 B iggest My ths about S ocial R ecognition Truly mobile , truly person alized. When you’re selec ting a supplier for social recognition about mobility and , you need to ask design. Do my empl some hard questions oyees need to go or visit an app store through a lot of clunk ? Does the mobile y downloads, site offer everything is ready-tothat’s on the main B usting go on any device, any time. system? G5 And, B iggest My with the largest avail recognitionthe applications, it requ ths about S able library of builtires no additional in ocial R an app store. mobile downloads ecognition and no need to visit 3 Global, and meaning it. Saying you’re a globa l company is one thing. Deliv Myth #2: Because we provi de vigorous supp All mobileering on that promise is another. is cre Most mobileort with in-country local ated equal. your environment social recognitio representation, we in the way that othe understand r maintained sepa“global” compn sites are created only for “global” – we deliv anies cann er global programs rately from their Web ot. We offer you mobile, which means they counterparts. That more than are , and often have locally. also means they limited functiona are rarely in sync lity. Advanced socia What happen on any device, any l recognition deliv time and is always ed to Joy ers a system that in sync. works Joy ended her contr act with Myt “Brand X” supp Busting the made the choic Mythsthath #3: Crowdsouc after Biggest about Social and, Recognition lier, e to use G5 It’s her ing is visit with BI WOR a the futu fora great way ion’s organizat find new re of recogn LDWIDE, ition implementation, she to a new lawn servimont system. Six ce . reports a positive orhs hidden-treasure but crowdsourcing a into a seamless user experience suite of reports and should neverherse Group, for be the prima Chris Dolan, Director Product Marketing, Reward Systems lf: “I’m so pleased with neighborhood restaurant, the easy-to-use dash system that’s too d. ry tool to evaluate simp boar y game the your le as though G5 has easil direct reports. It’s so it can end up helped me (…and Recognitiond,Mythbuster) with BI WORLDWIDE to be as prepared When I walk into a meeting becoming a fail to offer construct my boss, I feel she adds, “Our empl a popularity conte as possible.” And, ive guidance to empl st, or can oyees are more enga perhapss.more impo oyee Truly adva complement the more rtantly,social reco ged, enjoying this new nced performanceerevie awar of corporate gnition helps culture of recognitio w system, but does values – and they’ n that we’ve creat n’t replace it. re ed – RespoHR directors can thanks to BI WOR LDWIDE and Even good nsive AN D res make big mistakes G5.” ponsible Joy called me a few when choosing aweeks after the mail new social recognition product. For more informatio BI WOR clerk crowdsourcing LDWIDE n on BI WORLD might help debacle, and we talke meet WIDE and G5, her company’ d about how or email us at info@ and responsibl s need visit: e. I told BIlook for – and beware of WORLDWIDE.com/G nition that’ WORLDWIDE.co her that all of BI – when for social recog Here’s what to “We chan our solutions are you’re making s responsive … 5 m. based on the scien ge employees’ beha ce of behavioral econ vior and help you this important decision. that, When she heard achieve measurabl omics. e engagement objec she wanted to hear tives,” I said. more. 3 That’s when told her abo Joy, the Human ResourcesI Manager at a 10,000-person tech-manufacturing ut G5 – the social recogn company,First asked by her ition system ever: boss to look at a number of competing mostaadvanced bids for new was and only system to feature several social recognition system. After calling inresponsipromising candidates, she decided ve web design: anytime, on any devic your e their mobile apps and “crowdsourcing” employees can use it to go with a supplier who touted capabilities. anywhere, Social responsi In fact, the salesperson told her, she’d eventually be able to use crowdsourcing as bly: Turned on/off by administrator, or via individual opt a way toLargest library of performance reviews. Wow, thought Joy, my boss has t completely replace in/ou built-in apps, inclu ding our patent-pen which utilizes got to love that, right?a perso ding Recognition nalized URL to celeb PUR LTM app, rate employee achie networking environme vements in a socia nt l What went wrong for Joy • • • BIWORLDWIDE .com | Australia | Wh few weeks so Within a y G5 is of implementing the new system, Joy realized that things were advanced notThe BI WORthe way she’d hoped. She heard lots of complaints about the need to turning out LDWIDE development team that built G5 is justifi syste stores to download visit appm for many reasons.mobile versions of the system. Someone in IT complained, ably proud of this Here are just a few: indus “This system wasn’t really designed for mobile, was it?” Employees showed up in her try-leading new Badging, the icons tha choose whether or office, G5 that they had no ability to t build a com not their recognition was angry badges can be awar munity ded as reinforcereports, she saw that arotop-rated ageme made public. When Joy reviewed crowdsourcing ment for the und eng nt. recognition, celeb company values, rating personal or employee in her entire company was the friendly – and ineffective – new givinin or receiving kid g the professional miles achievement. Badg tones es can be earned mailroom, the one who spent most of his day chattingprog avoidingor in recognition of objective work. through a and ressi “collect ‘em all” desig ve rules structure, n, or through a simp as part of a le file load. Where did it all go wrong? Joy thought. I wanted a simple, up-to-date way to Canada | China Tan|gible Latin India | rew recognize and engage America that d I’ve gotten myself a clunky, rigid system that’s employees and Kingd ards | Unite cha om nge| behavios United State BI WOR r. turning into a LDWIDE has a diverse and popularity contest. robust tangible rewa merchandise offer rds collection, featu ings, digital down ring millions loads and event ticke human behavior, t optio we’ve learned social The new “Wild West” of that empl recognition ns. Through the scien of ce of oyee performan there’s a tangible At BI WORLDWIDE (BIW), rd, not cashthat social recognition ce like a ases significan is incre new-tech rewa we believe , tly more when to be earned. And (and throu wide open spaces version ofthat’sWild West – there are plenty of opportunities and gh the science of tax the quite a science!), we’ve proven that our buy-w implications you money over our holes your frontier to build something great.competitors’ you’ve got a strong sheriff in ale capabilities really But, unless tactic s of selling gift cards will save at retail plus a – town, things can spin out of control pretty quickly. That’s what happened to Joy mark up. she didn’t realize those “wide open spaces” of social applications could cause her some serious headaches down the road. Sorry to say, Joy fell for these myths: Myth #1: Everyone loves to share. Not everyone does, and not always, nor is it always a good idea to do so. Truly advanced social recognition includes privacy controls both at the administrator and individual level. BI WORLDWIDE.com © BI Worldwide™ 2013 | Proprietary & Confidential Australia | Canada | China | India | Latin America | United Kingdom | United Satees | BIWORLDWIDE.com
  17. 17. follow us... BI WORLDWIDE uses the principles of behavioral economics to produce measurable results for our clients by driving and sustaining engagement with their employees, channel partners and customers. Australia | Canada | China | India | Latin America | United Kingdom | United Satees
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