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Presentation for the Social Revolution of Rewards and Recognition as presented to HR.com members on October 19, 2011. Full blog post: ...

Presentation for the Social Revolution of Rewards and Recognition as presented to HR.com members on October 19, 2011. Full blog post: http://www.thesocialworkplace.com/2011/09/23/the-social-revolution-of-rewards-and-recognition/

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The Social Revolution of Recognition and Rewards The Social Revolution of Recognition and Rewards Presentation Transcript

  • The Social REVOLUTION of Rewards and RecognitionElizabeth LupferThe Social Workplace@socialworkplace
  • 49% of your employees would leave their current job for a company that clearly recognized them. Source: Lumesse, “Global Workplace Survey,” June 2011
  • What are the current Gaps?• Rewards and recognition tends to be event driven; either by service anniversary or annual review• The reward or recognition has no value to the employee• Current programs are extremely isolated and do not allow for recognition by peers• The burden of executing a rewards and recognition program falls solely on the shoulders of Human Resources
  • Gifts do not sustain loyalty.ENCOURAGEMENT drives a culture of performance.
  • Would you want this?
  • When you can have enouragement? Foundation for a Better Life Encouragement video http://www.values.com/inspirational-stories-tv-spots/100-Concert
  • Traditional Recognition Model
  • Social Revolution Model Employee Profile Corporate Intranet Collaboration Sites Other Social platforms
  • Example: Service RecognitionYour company has a social layer to your corporateintranet that leverages employee profiles and enablesemployees to join a network connecting them to theonline activity of other colleagues. One of theemployees within that network is celebrating a serviceanniversary and when they log in to the corporatenetwork, they receive a message thanking them fortheir years of service.
  • Social Feedback• Social feedback is another component of social technology that is becoming a growing trend in how we manage performance and recognize employees
  • Example: “Job Well Done”A group of employees have worked together to meet anaggressive deadline. The executive leader wants torecognize all the employees for their efforts. Themanager goes to the recognition site and creates amessage for all the employees.
  • Mobile Recognition• Managers and peers can give, receive, approve, and redeem recognition awards anywhere, anytime, thereby ensuring strong performance and desired behaviors never get missed or remembered incorrectly. – Stay up to date on the latest recognition activity – Quickly recognize individuals & groups anywhere, anytime – Instantly approve award nominations to keep recognition flowing quickly – Stay connected with your colleagues and company goals wherever you are Source: Globalforce.com
  • The Differences• Makes assumptions • Sensitive to employees• Isolated experience • Public acknowledgement• Relies heavily on HR • Appreciative Inquiry• Event driven • Continuous• Old School • Innovative• Mechanical • HUMAN
  • What does a revolution take?• Technology, technology, technology• Communication• Policies and guidelines• Support from all leadership and at all levels• Ingenuity and adaptability as technology continues to evolve
  • Recognition that is timely,values-driven, and open to allemployees builds a moreconnected and fully engagedworkforce.
  • Based on “The Social Revolution ofRewards and Recognition” blog post:http://www.thesocialworkplace.com/2011/09/23/the-social-revolution-of-rewards-and-recognition/Elizabeth LupferThe Social Workplace@socialworkplacehttp://www.thesocialworkplace.com