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How to build an
Employee Social Recognition System
that
.

GETS RESUL
TS

Australia | Canada | China | India | Latin America | United Kingdom | United States
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
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
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
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
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
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
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
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
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
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
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
Download our article and learn...
How to

3 more

important
ways to build
an employee
social
recognition system
that

gets
results.

build an Employ
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ecognition System

that gets R

esults

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ert
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esults
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more detailed
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and complex
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help will make it
and recognition comp
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create a good plan
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can help you craft
Human Resources
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Management
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ier. Using
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Today
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both similar and
We use the latest
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system.
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How to build an Employee Social Recognition Systemssible to any
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John O’Brien, Vice President, Employee Performance Group,lly-adaptable to integlocatiprogram mess l
socia
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the
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members of your
impact throughout the company. By crafting an and determine
for goal improveme
staff, but on benchmarking and providing
how much you
advisory board –
progr
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especially those significantly it can are includ to spend
of running many ad-hoc programs, your organization canam results. improve also willinge representatives of able data to help impro
who will have to
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Social recognition systems help all levels of theto
their goals:
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acces hierarchal
data and
on award earnings.BI WORLDWIDE.com/G5 payroll data and G5, visit: m.
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ment your progr
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Employee Initi
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culture and drives employee participation. your
ly in Place
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Employees. With a comprehensivecsystem, employees have one resource for all tured, there could literal
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or be unhappy havin
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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,

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BI WORLDWIDE uses the principles of behavioral economics to produce
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How to Build an Employee Social Recognition System That Gets Results

  • 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. Using r management, show your same line ofdone your due diligence. business ing that you have Recognition and rewards consultants ial Rec Soc ognition is Stra Incentive and recog tegic Like any nition service comp good business practice, thinking strategicall A systeanies build How to ationa m you y about social recog Inform requires broad-base build intervEmploy l an iews with nition systems is HRflexibility, accou d input, buy-in and colleagues at R ee Socialnon-c critical. ownership to ensur ntabilompetitive comp ity and transparen Outsourcing resou ecognition anies e that it provides System cy. rces such as HRO that gets R Today BI WOR LDWI DE esults Try to learn how is a global leader your company is in helping organizatio both similar and We use the latest practices to your ns build social recog different ology techn and how you system. and behavioral econo nition systems. can adapt best organizations meet mics theory to creat ideas, ensure that their strategic busin e programs that help you are respecting FIVE ess goals. current programs range already in place and Our any Develop a Socof needs your compleading recognition must meet integrate the wide soluti ial Rec ition today. G5 to enga on, G5, is the Board Create a blueprint members ognmarket Systemhas been ge employees. most advanced social recog should include repre Blueprint fically that includes nition system on speci designed to delive the customers’ yourgeme Execu with unlimited budg tive leadeall the featuresengasentatives from: r behavior chang system objectives. nt would have in a et. While you rship e to achieve our perfect world probably won’t includ “ultra-deluxe” plan e everything Business units or will give you aspira This highly department group nced syste on your initial launch, an -adva tions acceptance throu cing your plan ,incorporate m mark manufacturing, distrib practfor enhans such as salesas it grows s forward-thi ghout your organ eting,and gains servic techn customer nking ization. ,ices that make it: ution etc. ology with industry e, best How to build an Employee Social Recognition Systemssible to any Acce Huma Your blueprint shoul n resources user, staff from locations d: outside anywhere, using any device a different persp ective App-driven to suppo of corporate headquarters to give Set specific and rt a wide range of measurable goals . Outline the employee engageme Empl recognition syste oyees from a wide Socia specific behav nt initiatives iors you want your m to impact. These range of job funct John O’Brien, Vice President, Employee Performance Group,lly-adaptable to integlocatiprogram mess l socia can include: rate ons ions Reinforce complany Lega andvalue liance Twitter and Linke ® and ages into social netwo for grass roots input comp dIn s to ensur rks including Faceb Reinforce specificBI WORLDWIDEe that tax reporting is accur ook, any regulatory guide business practices ul, offeri Promote innovation ate and rewar linesPlayf d structures meet ng a gamification Promote wellness Improve productivity utilizing app popular badging Finance and accou Personally-focus systems nting to make sure Reduce turno Impact safety that ed using paym ver ents rewards our patent-pending follow policies and recognition PURL EncourageIT, as you most certainly app to celebrate emploemplo Increase cost-savings ™ procedures (personalized URL) will be needing their yee achievements yee engageme in a suppo Choosing to system into your comp proprietary U Draw It™ your to integrate thent social networking build an employee social recognition system for action and satisfapprt any intranet socia recog Define which is an important strategic business decision. A well- to create personalized leCard nition environment, and our organization employee groups can Globally and to provide support to your exter responsive impact each goal nal suppl s TWO for Getting Started Identify how you designed, comprehensive system that provides flexibility, with BIW offices in Australia, Cana ier the da, China, India, Latin Build could r Cor Youmeasure Team United Kingdom and the Unite America, e can goal accountability and transparencyeach have a powerful and long-lasting d States Assign a This will likely dollar value to be key Data-driven focus each goalenterprise-wide, system, instead ing members of your impact throughout the company. By crafting an and determine for goal improveme staff, but on benchmarking and providing how much you advisory board – progr nts action especially those significantly it can are includ to spend of running many ad-hoc programs, your organization canam results. improve also willinge representatives of able data to help impro who will have to your ve Some key subject help you implement Outline a broad, conce matte employee engagement and impact ptual imple line. its bottom r experts you’ll want the system such mentation structure to include on as IT. What employeesase that discusses: your core team: Datab would have contactsto do can who to be help you define how How you would comm struc System Stakeholder and rewarded your Social Recognitiontured so youte to emplo recognizedBenefitscurrent employee unica can leverage information is yees inform this How you would admin You’ll want to be For more information onation into your socia Social recognition systems help all levels of theto their goals: ister the programs s able organization achieve BI WOR LDWIDErecognition syste l acces hierarchal data and on award earnings.BI WORLDWIDE.com/G5 payroll data and G5, visit: m. SIX or email info@BI WOR LDW Executive Leadership. An ongoing system drives corporate objectives, builds us at for tax reporting purposes IDE.com. Review You IT contacts who can r Blueprint withand to integrate an enterprise-wide culture of appreciation help validates investment expenses. your Your Advisor current emplo suppl Explaining that your ier services yee intranet with y Board bluep provide you any outside Business Units. Systems can rint is based use.a “perfect-wo to accommodate autonomy and flexibility on advisory board for rld” scenario, prese Employee communica feedback and a reality geographical and departmental objectives, serve as .aTheir help tion contacts to management tool nt it to your check flexible you include first and and feedback create collat BIWORLDW IDE.c whatother media mess will help you eral, web legal and compliance prioritize copy, enviro | Australia | and who your on a more granular level. omages situations or offer data what to internally youamust Canad | China nmental with anconsider.suppl champions will be | India | Latin outside You’ll Ameri in helping you secur ier. discover Kingd also ca | United THR are Resources. 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