How to Build an Employee Social Recognition System That Gets Results

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How to Build an Employee Social Recognition System That Gets Results

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By creating an enterprise-wide social recognition system, instead of running many ad-hoc programs, your organization can significantly improve employee engagement. ...

By creating an enterprise-wide social recognition system, instead of running many ad-hoc programs, your organization can significantly improve employee engagement.

Choosing to build an employee social recognition system for your organization is an important strategic business decision. A well- designed, comprehensive system that provides flexibility, accountability and transparency can have a powerful and long-lasting impact throughout the company. By crafting an enterprise-wide system, instead of running many ad-hoc programs, your organization can significantly improve employee engagement and impact its bottom line.

Social recognition systems help all levels of the organization achieve their goals:

Executive Leadership. An ongoing system drives corporate objectives, builds an enterprise-wide culture of appreciation and validates investment expenses.

Business Units. Systems can provide autonomy and flexibility to accommodate geographical and departmental objectives, serve as a flexible management tool and offer data on a more granular level.

Human Resources. A system provides a consistent recognition experience for all employees, drives targeted behaviors that help a company achieve its desired culture and drives employee participation.

Employees. With a comprehensive system, employees have one resource for all initiatives; they benefit from the ability to accrue award earnings and are better engaged and satisfied.

Supply Chain. Auditors, compliance and legal are better supported through budget control processes, vendor consolidation and savings in time and dollars by having to interact with only one system for all employee initiatives.

Discover seven important steps to take to ensure the social recognition system you build serves your needs and helps you achieve maximum employee engagement to meet business objectives.

http://www.biworldwide.com/en/white-papers/employee-engagement/how-to-build-an-employee-social-recognition-system-that-gets-results

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  • 1. How to build an Employee Social Recognition System that . GETS RESUL TS Australia | Canada | China | India | Latin America | United Kingdom | United States
  • 2. Choosing to build an employee social recognition system for your organization is an important strategic business decision. BI WORLDWIDE.com | Australia | Canada | China | India | Latin America | United Kingdom | United States
  • 3. Social recognition systems help all levels of the organization achieve their goals. Executive Leadership BI WORLDWIDE.com | Australia | Canada | China | India | Latin America | United Kingdom | United States
  • 4. Social recognition systems help all levels of the organization achieve their goals. Executive Leadership Business Units BI WORLDWIDE.com | Australia | Canada | China | India | Latin America | United Kingdom | United States
  • 5. Social recognition systems help all levels of the organization achieve their goals. Executive Leadership Business Units Human Resources BI WORLDWIDE.com | Australia | Canada | China | India | Latin America | United Kingdom | United States
  • 6. Social recognition systems help all levels of the organization achieve their goals. Executive Leadership Business Units Human Resources Employees BI WORLDWIDE.com | Australia | Canada | China | India | Latin America | United Kingdom | United States
  • 7. Social recognition systems help all levels of the organization achieve their goals. Executive Leadership Business Units Human Resources Employees Supply Chain BI WORLDWIDE.com | Australia | Canada | China | India | Latin America | United Kingdom | United States
  • 8. Here are some important steps to take to ensure the system you build serves your needs and helps you achieve maximum employee engagement. BI WORLDWIDE.com | Australia | Canada | China | India | Latin America | United Kingdom | United States
  • 9. ONE: Create a Cross-Functional Advisory Board An advisory board can respond to initial input as you design your system, share feedback and offer new ideas. BI WORLDWIDE.com | Australia | Canada | China | India | Latin America | United Kingdom | United States
  • 10. TWO: Build your Core T eam This should be key members of your staff, but it can also include representatives of your advisory board. BI WORLDWIDE.com | Australia | Canada | China | India | Latin America | United Kingdom | United States
  • 11. THREE: Inventory all employee initiatives currently in place. There could literally be hundreds of ad-hoc recognition programs in place. Knowing what’s out there, what’s working and what isn’t, will give you valuable input. BI WORLDWIDE.com | Australia | Canada | China | India | Latin America | United Kingdom | United States
  • 12. FOUR: Research what others are doing and find best practices Leverage what other companies are doing with their social recognition systems. BI WORLDWIDE.com | Australia | Canada | China | India | Latin America | United Kingdom | United States
  • 13. Download our article and learn... How to 3 more important ways to build an employee social recognition system that gets results. build an Employ ee Social R ecognition System that gets R esults SEVEN Hire an Exp How to ert build an Employ After getting buy-in ee Social R ecognitionfromstem ory board, you’re Sy your advis social recognition plan to present that gets Rnow ready to put together a esults to senior leadership. more detailed process. Hiring an This can be a long expert (either a consu and complex ltant or an incentive help will make it and recognition comp easier for you to create a good plan any) to can help you craft Human Resources that works for your a plan based on best industry groups such company. The exper practices and help you can Sociement as imple ty for in-ho ts you determine which Human Resource Recognition journ use and which would Management components als such as Incen experts also be better handled tive gives you additional by an outside suppl credibility with senio Industry groups in ier. 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EE budget and acces Humanready to impleA system provides a consistenterecognition experience for om | United States ment your progr sing resources when Inventory All am. you all employees, drives targeted behaviors that help a company achieve its desired Employee Initi atives Current Depending on how culture and drives employee participation. your ly in Place large organization is and hundreds of ad-ho how it is struc recognition progr Employees. With a comprehensivecsystem, employees have one resource for all tured, there could literal ams in place, in additi ly be you sponsor such on as to accrue award initiatives; they benefit from the abilityanniversaryaward earnings and are betterto the corporate-wide progr s. By creating an most of these progr am enterprise-wide syste ams to be blended engaged and satisfied. m, you will want into your new strate gic approach. Sponsors of these programs may welco Supply Chain. Auditors, compliance and legal are better supported through me the change to or be unhappy havin a broad g to give up what budget control processes, vendor consolidation and savings in time and dollars -based system, be indiff could be working what’s out there, erent what is worki all employee by having to interact with only one system for ng and what initiatives. well for them on a local basis. Know isn’t will give you ing valuable input. FOU R 7 Steps to Build a h Wha Researc System to Fit You t Others Are Doing and Find Here are seven important steps to take to ensure the system you build serves Leverage what other Best Practice like-minded comp s anies are doing with your needs and helps you achieve maximum employee engagement to meet You can find this their social recog information in a numb nition systems. enterprise-wide business objectives. er of ways: that gets Results 7 7 Seven Steps Human Resourc es journals One Create a Cross-Functional Advisory Board As a busy HR executive, you simply can’t do this alone. A key to your success will be gaining ownership among a wide range of your internal customers and constituents. As you well know, everyone will have opinions on what you should or should not do because it can impact how they currently operate and how they may need to support the system on an ongoing basis. By creating an advisory board, you can get initial input as you design your system, receive feedback, BI WORLDWIDE.com © BI Worldwide™ 2013 | Proprietary & Confidential Australia | Canada | China | India | Latin America | United Kingdom | United Satees | BIWORLDWIDE.com
  • 14. 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