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/

1. The Social
REVOLUTION
of Rewards and Recognition
Elizabeth Lupfer
The Social Workplace
@socialworkplace

2. 49%
of your employees would
leave their current job for a
company that clearly
recognized them.
Source: Lumesse, “Global Workplace Survey,” June 2011

3. 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

4. Gifts do not sustain loyalty.
ENCOURAGEMENT drives a
culture of performance.

5. Would you want this?

6. When you can have enouragement?
Foundation for a Better Life
Encouragement video
http://www.values.com/inspirational-stories-tv-spots/100-Concert

7. Traditional Recognition Model

8. Social Revolution Model
Employee
Profile
Corporate
Intranet
Collaboration
Sites
Other Social
platforms

9. Example: Service Recognition
Your company has a social layer to your corporate
intranet that leverages employee profiles and enables
employees to join a network connecting them to the
online activity of other colleagues. One of the
employees within that network is celebrating a service
anniversary and when they log in to the corporate
network, they receive a message thanking them for
their years of service.

10. Social Feedback
• Social feedback is another component of social
technology that is becoming a growing trend in
how we manage performance and recognize
employees

11. Example: “Job Well Done”
A group of employees have worked together to meet an
aggressive deadline. The executive leader wants to
recognize all the employees for their efforts. The
manager goes to the recognition site and creates a
message for all the employees.

12. 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

13. 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

14. 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

15. Recognition that is timely,
values-driven, and open to all
employees builds a more
connected and fully engaged
workforce.

16. Based on “The Social Revolution of
Rewards and Recognition” blog post:
http://www.thesocialworkplace.com/2011/09/23/the-social-revolution-
of-rewards-and-recognition/
Elizabeth Lupfer
The Social Workplace
@socialworkplace
http://www.thesocialworkplace.com