Employee Engagement and Social Recognition
 

Employee Engagement and Social Recognition

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New technologies and employee expectations are changing the way organisations recognise value at work. Employee recognition used to be formal, infrequent and siloed; with social recognition programs, ...

New technologies and employee expectations are changing the way organisations recognise value at work. Employee recognition used to be formal, infrequent and siloed; with social recognition programs, it becomes informal, interactive and visible to all. Social recognition software, which lets coworkers like, share and comment on peer recognition, generates social feedback that further reinforces values and encourages wanted behaviours. Social recognition can complement and provide input to formal performance management processes and can also facilitate leadership development and career management programs. Several organizations have realized significant benefits from implementing social recognition programs; learn from them.

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  • Full Name Full Name Comment goes here.
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  • You can view the related blog post here: http://denovati.com/2013/05/employee-engagement-social-recognition
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  • @TimRyan671 The concept of social recognition is still really new for a lot of folks, but as soon as they understand what it's all about they really like the idea!
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  • @denovati - Thanks for sharing your presentation and including @youearnedit as an example employee recognition tool. We're finding that employees really are more likely to give recognition when it's as easy as making a Facebook post. The simple peer-to-peer exchange leads to a more positive work environment, engaged employees and happiness at work. Tim Ryan www.youearnedit.com
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  • You need to download the presentation to activate the hyperlinks in the images. Thanks!
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Employee Engagement and Social Recognition Employee Engagement and Social Recognition Presentation Transcript

  • Helping You Succeed in the Digital Era Engaging Employees through “Social Recognition” Courtney Shelton Hunt, PhD 12 June 2013 3rd Annual Global HR Forum on Engaging Employee Experience
  • How to Use this Presentation as a Portal Copyright © 2013, Courtney Shelton Hunt2 1. Many of the slides in this deck contain active hyperlinks that should be fairly intuitive. 2. The hyperlinks are embedded in both pictures and text. For example, if you click on the photograph on the left, you’ll go to Courtney Hunt’s LinkedIn Profile. Or you can click on this text to go to The Denovati Group’s website. 3. It’s probably best to download the presentation and view it in “slide show” mode to activate the hyperlinks. 4. After you follow a link, you should be able to minimize your browser window to pick up the presentation where you left off. Please email denovati@denovati.com if you find a broken link. Thanks!
  • About the Speaker Courtney Shelton Hunt, PhD Courtney is the Founder and Principal of The Denovati Group and an international consultant, speaker, teacher, and writer. Her background in business development, communications, human capital management, information technology, and academia, combined with her business acumen, enables her to provide a unique holistic perspective and strategic leadership to organizations. The Denovati Group enhances the success of individuals and organizations in the Digital Era through an alliance that provides thought leadership and guidance, research, consulting and training services, and a professional community that fosters the sharing of information and best practices. These objectives are accomplished primarily through: • SMART Resources (including the SMART Blog) • Denovati Solutions • SMART Courses 3 Visit denovati.com to learn more about who we are, what we do, and what we offer 3
  • Key Points  New technologies and employee expectations are changing the way organisations recognise value at work  Employee recognition used to be formal, infrequent and siloed; with social recognition programs, it becomes informal, interactive and visible to all  Social recognition software, which lets coworkers like, share and comment on peer recognition, generates social feedback that further reinforces values and encourages wanted behaviours  Social recognition can complement and provide input to formal performance management processes and can also facilitate leadership development and career management programs  Several organizations have realized significant benefits from implementing social recognition programs; learn from them Copyright © 2013, Courtney Shelton Hunt - all rights reserved4
  • What is Social Recognition?  Purpose: A means to increase productivity, communication, and satisfaction in the workplace, and to help build a great culture and positive work environment  Channels – Manager-to-employee – Employee-to-manager – Peer-to-peer  Recognized activities – Great attitudes – Individual efforts – Team contributions  Types of recognition (not mutually exclusive) – Monetised: additional compensation (bonuses) or items that have a monetary value (tickets, trips, etc.) – Complimentary: broadcast “thank you”, “kudos”, or “congratulations” Copyright © 2013, Courtney Shelton Hunt - all rights reserved5 Source: Wikipedia
  • Recent Research Copyright © 2013, Courtney Shelton Hunt - all rights reserved6
  • More Results Copyright © 2013, Courtney Shelton Hunt - all rights reserved7
  • More Support Copyright © 2013, Courtney Shelton Hunt - all rights reserved8
  • A Global Trend Copyright © 2013, Courtney Shelton Hunt - all rights reserved9
  • SMART Social Recognition  Sincere. Above all else, a good reward should reflect a genuine expression of appreciation. Token acknowledgements leave something to be desired.  Meaningful. To endure a motivating influence, rewards should be aligned with the values, goals, and priorities that matter the most.  Adaptable. The diverse workplace demands alternatives. Consider creative options to keep your program fresh. No single reward format works for everyone all the time. [Recognition should be adapted and valuable to the receiver.]  Relevant. Some personal dimension is essential to a good reward. No matter how formal or informal, expensive or affordable, the relevance of any recognition will be improved with a personal touch — it’s a little thing that makes a big difference. [Recognition should be provided by someone of significance to the receiver.]  Timely. It is important that rewards respond to the behavior they are intending to reinforce. Don’t let too much time pass or the reward may be devalued and credibility eroded. Copyright © 2013, Courtney Shelton Hunt - all rights reserved10 Source: “What Makes a Good Reward?” by Jim Brintnall, Debbie Gustafson, Bob Nelson, Recognition News, Vol. 2, Issue 2.
  • Three Approaches  A stand-alone social recognition system that can be integrated with other systems  Incorporating social recognition into a performance management system  Incorporating social recognition into a social intranet/digital workspace Copyright © 2013, Courtney Shelton Hunt - all rights reserved11
  • Prepared for: The Denovati Group
  • Property of YouEarnedIt Company Overview Purpose: Fostering happiness at work Product: SaaS platform for employee engagement Background: Created by and for Rockfish (Ad Age and OMMA “Agency of the Year”), launched 2012 Structure: Currently division of WPP (UK- based, 162K people, $15B revenue) Team: Deep experience in digital design, social products, people optimization and Fortune 500 digital/mobile strategy
  • Property of YouEarnedIt Customer Examples
  • Property of YouEarnedIt Peer-to-Peer Recognition Points, kudos, notifications and conversations via Web and Mobile Employee Rewards Products, gift cards, charitable contributions, company perks (e.g. days off, executive coaching) Building Blocks
  • Property of YouEarnedIt Testimonials (from YEI Users) Promotions are a brief recognition. Evaluations are mixed with "improvement areas." YouEarnedIt is about the success, their success, and it provides a consistent stream of making their win known. YouEarnedIt has allowed me to incrementally recognize and reward those around me for everything from helping me carry something in from my car to super human efforts on a customer facing product delivery. I love that I have control over the amount of the reward and it's empowering to know that I can make someone's day a little bit brighter!
  • Property of YouEarnedIt More Testimonials YouEarnedIt allows our staff to recognize and reward individual team members in a way that, quite frankly, wasn't possible before. As organizations become flatter and more decentralized, it's more important than ever to empower everyone in the organization with the tools to encourage and reward one another – This is were YouEarnedIt really shines YouEarnedIt was exactly the tool we needed to enhance our commitment to core values. Peer to peer recognition, packaged in an easy to use, user friendly format, allowed us to get our program up and running in no time at all. We are happy to be part of the YouEarnedIt program and see it being a long-term piece of our company incentive plan. YEI is a unique tool that allows us to give props to each other for a job well done. We encourage our employees to foster good relationships with one another, and YEI is a great way to make sure that you keep a good thing going. It's also great for sending kudos to employees who work from other locations of remotely, making them feel included. I'm a huge fan!
  • Helping You Succeed in the Digital Era Performance Feedback. Simple and intuitive.
  • ■ Lean and agile performance feedback ■ Continuous communication, objective tracking and instant recognition lead to easy performance check ins ■ SaaS based, email driven and intuitive Copyright © 2013, Small Improvements Company overview
  • Copyright © 2013, Small Improvements Customer Examples
  • Copyright © 2013, Small Improvements How it Works: Recognition I like to call these praisicons! - csh
  • Copyright © 2013, Small Improvements How it Works: Review
  • Copyright © 2013, Small Improvements ■ Our team members work on many short-lived and dynamic projects…. It's those small wins that all add up and what we wanted to capture…. Using Small Improvements our employees are able to document feedback immediately and progressively… and all these are automatically linked to the performance review page making the official review time a much easier process for everyone. ■ Performance management is a challenge commonly faced by companies doing business in Asia. Due to common cultural perceptions, people tend to keep comments on others to themselves. Some even think expressing oneself publicly may create conflict and affect morale and teamwork…. A practical function we appreciate is the ability to sign in as "Anonymous", which helps mitigate any perceived conflicts from constructive comments. Testimonials
  • Copyright © 2013, Small Improvements ■ Small Improvements…. creates an environment in which our team can share, relish in, and cheer on successes in a social, Facebook kind of way. Team members can provide praise, feedback, or post an idea to the team newsfeed allowing others to read it, like it, and add to it. You can also provide private, 1:1 feedback to a team mate that is completely off-the-grid, only HR can see it style feedback. These options allow us to foster a culture in which feedback and honest communication is accessible, encouraged, and a cultural norm. ■ Our team of 140+ employees adopted the tool almost immediately, and has integrated it into our daily routine. Since [adopting] the tool, we have had hundreds of messages shared between employees around the globe. The messages consist of performance feedback, project launches, new client announcements, new employee introductions, and employee praise and recognition [and more]. More Testimonials
  • Talent and Knowledge Community Networrk is a knowledge community for training, engagement, and recognition that gets your team to peak performance
  • Road Tested Technology • 100,000 Users • Great references • 3 State Departments of Education • DeVry University About the Company Weengage,connect,inspire,train,andretain talent Rookie of the year Best Platform Top 10 Nationally Top 100 Ed Innovator Top 25 Startup Illinois Top 20 Analysts Education Health & Corp
  • Disruptive Technology Next Generation FunctionalityPeople Profiles • Bio & Contact • Skill Assessments • Skill Ratings • Skill Search • Badges • Certifications • Transcripts • Participation • Goals • Portfolio • Org Chart Training & Developmen t • Teams & Groups • Assessment s • Informal or Formal Learning • Self-Directed • Personal and Group Walls • Gamification • Analytics • Events • Tasks Knowledge Managemen t • Expert Directory • Files • Links • Searchable • Credit Tracking • Publishing Center • Ratings • Discussions • Assign • Review Workflow Private & Configurable Portal Engagement & Recognition • Badge Galleries • Praise Feed • Automatic or User-Driven Options • Reporting Organizations of every size taking action… • People • Content (or Extend SharePoint) • Learning (or extend LMS) • Performance • Recognition (Gamification and Badges)
  • Shine Light on Performance Praising members in public includes the person getting and giving praise. Click picture to see profile Recognition energizes a positive culture Especially important to younger workers Giving Praise
  • Shine Light on Role Models Praise members in public Galleries – Create a recognition culture and inspire people to be on the best of lists. Recognizing Performance
  • Testimonials We use Networrk’s recognition features to motivate employees. Praise from managers, leadership attention, and a chance to lead projects is an effective motivator and often more so than cash. The praise feature lets us highlight top performers in 10 seconds. The public feed shines light on accomplishments and we often attach the content such as a report or presentation to others benefit from best practice sharing. The recognition galleries are like our halls of fame.
  • ABOUT THE DENOVATI GROUP
  • The Denovati…  Pronunciation guide: day-no-VAH-tee  Deconstructing the term: – DE = Digital Era – NOV = short for novani, Latin for colonists, immigrants, new residents – ATI = those who seek knowledge and/or are in the know The Denovati are Digital Era explorers, pathfinders and pioneers who seek to understand and effectively leverage social and digital technologies 32
  • The Denovati Group Courtney Shelton Hunt, PhD Courtney is the Founder and Principal of The Denovati Group and an international consultant, speaker, teacher, and writer. Her background in business development, communications, human capital management, information technology, and academia, combined with her business acumen, enables her to provide a unique holistic perspective and strategic leadership to organizations. The Denovati Group enhances the success of individuals and organizations in the Digital Era through an alliance that provides thought leadership and guidance, research, consulting and training services, and a professional community that fosters the sharing of information and best practices. These objectives are accomplished primarily through: • SMART Resources (including the SMART Blog) • Denovati Solutions • SMART Courses 33 Visit denovati.com to learn more about who we are, what we do, and what we offer 33
  • Denovati Digital Network Click here to learn more and join us on one or more platforms 34