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SHRM Survey Findings
SHRM Survey Findings
SHRM Survey Findings
SHRM Survey Findings
SHRM Survey Findings
SHRM Survey Findings
SHRM Survey Findings
SHRM Survey Findings
SHRM Survey Findings
SHRM Survey Findings
SHRM Survey Findings
SHRM Survey Findings
SHRM Survey Findings
SHRM Survey Findings
SHRM Survey Findings
SHRM Survey Findings
SHRM Survey Findings
SHRM Survey Findings
SHRM Survey Findings
SHRM Survey Findings
SHRM Survey Findings
SHRM Survey Findings
SHRM Survey Findings
SHRM Survey Findings
SHRM Survey Findings
SHRM Survey Findings
SHRM Survey Findings
SHRM Survey Findings
SHRM Survey Findings
SHRM Survey Findings
SHRM Survey Findings
SHRM Survey Findings
SHRM Survey Findings
SHRM Survey Findings
SHRM Survey Findings
SHRM Survey Findings
SHRM Survey Findings
SHRM Survey Findings
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SHRM Survey Findings

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  • 1. SHRM Survey Findings: Employee Recognition Programs,Spring 2013In collaboration with and commissioned by GloboforceMay 29, 2013
  • 2. Twice a year, Globoforce® conducts a survey with the Society for Human Resource Management(SHRM®), the world’s largest association devoted to human resource management. Our goal isto elicit trends among HR leaders and practitioners about what challenges they face andwhat strategies help them conquer those challenges. This March, we surveyed 6,000 HRprofessionals in organizations with 500 or more employees and asked them to share theirexperiences and practices.This Spring 2013 survey uncovers new insights on emerging employee recognition trends and bestpractices. We looked in particular at these questions: What common parts will an organization include in their employee recognition program ? How effective are these parts when used in an employee recognition program, and dothey increase particular elements within an organization? What motivates an employee and improves an employee’s performances? What type of performance reviews are common in an organization, and how effective arethey? What will be some of the common challenges an organization will face within the nextthree to five years in talent management?IntroductionSHRM/Globoforce Survey: Employee Recognition Programs, Spring 2013. ©SHRM 2013 2
  • 3. Key Findings How important of an HR challenge do organizations view employee engagement? Nearly halfof HR professionals indicated “employee engagement” as the No. 1 HR challenge theirorganization faces. Other common HR challenges included “succession planning” (39%),“culture management” (35%), and “employee retention/turnover” (33%). Do organizations believe using positive reinforcement or negative reinforcement has a greaterimpact on improving employee performance? An overwhelming number of organizations(94%) believe positive feedback (reinforcing behaviors or performances that should berepeated) has a greater impact on improving employee performance. Few (6%) believenegative feedback (pointing out specific behaviors or performance that need improvement)has an impact on improving employee performance. What type of feedback do organizations believe provides a more accurate picture ofemployee performance? Nine out of 10 organizations (90%) believe feedback from theemployees’ direct supervisor, plus feedback from others in the organization (e.g., peers,managers), provides a more accurate picture of employee performance compared tofeedback from the employees’ direct supervisor only. How often do organizations conduct employee performance reviews? Over three-quarters(77%) of organizations conduct annual performance reviews. Others organizations conductsemiannual performance reviews (19%) and quarterly or ongoing reviews (2%).SHRM/Globoforce Survey: Employee Recognition Programs, Spring 2013. ©SHRM 2013 3
  • 4. What do these findings mean for the HR profession? Alternative strategies for employee engagement are being explored to bolster recruitment ofskilled talent. More organizations are offering programs such as positive feedback,recognition rewards, direct feedback from employees and supervisors, and opportunities toadvance to improve employee engagement and employee recognition in the workplace. Organizations believe that a successful employee recognition program and employeeengagement program can contribute to achieving an organizations’ goals. Organizationsbelieve recognition programs and engagement programs are key factors for better employeeperformance and motivation. Organizations are looking at their current employee performance review process to find waysto gain a more accurate picture of employee performance. Organizations are empoweringemployees to recognize each other for great work, mapping recognition awards againstperformance rankings/ratings, and using crowdsourced recognition data (relying on inputfrom multiple sources) to increase the level of recognition employees receive for doing a goodjob at work, to provide accurate appraisal for employees work, and to effectivelyacknowledge and appreciate employees’ performance.SHRM/Globoforce Survey: Employee Recognition Programs, Spring 2013. ©SHRM 2013 4
  • 5. Employee RecognitionProgramsSHRM/Globoforce Survey: Employee Recognition Programs, Spring 2013. ©SHRM 2013 5
  • 6. Does your organization have an employee recognition program?Yes, we have a program that is tied to ourcompany valuesYes, we have a program, but it is not tied to ourcompany valuesNoNo, but we plan to implement one in the next12 months55%26%14%5%Note: n = 797. Respondents who answered “don’t know” were excluded from this analysis.SHRM/Globoforce Survey: Employee Recognition Programs, Spring 2013. ©SHRM 2013 6
  • 7. In your professional opinion, does recognizing employees fortheir accomplishments provide employees with a clearerunderstanding of your organizational objectives?Yes, 84%No, 16%Note: n = 737. Respondents who answered “don’t know” were excluded from this analysis.SHRM/Globoforce Survey: Employee Recognition Programs, Spring 2013. ©SHRM 2013 7
  • 8. 83%17%Recognition that includes a reward?Recognition that does not include areward?n = 764SHRM/Globoforce Survey: Employee Recognition Programs, Spring 2013. ©SHRM 2013 8In your professional opinion, are employees at your organizationmore motivated by:
  • 9. 94%6%Positive feedback (reinforcing behaviors orperformances that that should berepeated)Negative feedback (pointing out specificbehaviors or performance that needimprovement)In your professional opinion, which of the following has a greaterimpact on improving employee performance?n = 764SHRM/Globoforce Survey: Employee Recognition Programs, Spring 2013. ©SHRM 2013 9
  • 10. In your professional opinion, which of the following items have themost impact on employee engagement at your organization?Appreciation by direct supervisorOpportunity to advanceSalary and bonusAbility to be effective in ones jobCompanys care for employees well-beingConfidence in executive leadershipRelationship with peersBelief in companys missionAppreciation by peersJob titleOther71%41%36%35%30%29%22%18%11%4%2%Note: n = 767. Percentages do not equal 100% due to multiple response options. Respondents were asked to select their top threechoices.SHRM/Globoforce Survey: Employee Recognition Programs, Spring 2013. ©SHRM 2013 10
  • 11. In your professional opinion, which type of employees in yourorganization recognizes others the most?Other management (e.g., directors, managers)Nonmanagement employeesHRExecutive/upper management (e.g., CEO, CFO, VP)55%25%11%8%Note: n = 766. Percentages do not equal 100% due to rounding.SHRM/Globoforce Survey: Employee Recognition Programs, Spring 2013. ©SHRM 2013 11
  • 12. n = 760In your professional opinion, how would you rate your employees’current frustration level with getting things accomplished at yourorganization?128%24%37%30%1%Employees are very frustratedEmployees are often frustratedEmployees are moderately frustratedEmployees are occasionally frustratedEmployees are not at all frustratedSHRM/Globoforce Survey: Employee Recognition Programs, Spring 2013. ©SHRM 2013
  • 13. Employee Performance ReviewsSHRM/Globoforce Survey: Employee Recognition Programs, Spring 2013. ©SHRM 2013 13
  • 14. Note: Respondents who answered “don’t know/not applicable” were excluded from this analysis.Yes NoEmployees at your organization are rewarded according to their jobperformance? (n = 737)64% 36%Annual performance reviews at your organization are an accurateappraisal for employees’ work? (n = 695)53% 47%Managers or supervisors at your organization effectivelyacknowledge and appreciate employees’ performance? (n = 726)49% 51%Employees at your organization are satisfied with the level ofrecognition they receive for doing a good job at work? (n = 678)26% 74%On average do you think:SHRM/Globoforce Survey: Employee Recognition Programs, Spring 2013. ©SHRM 2013 14
  • 15. Note: n = 760. Respondents who answered “don’t know” or “not applicable” were excluded from this analysis. Percentages do notequal 100% due to rounding. An asterisk (*)indicates < than 1%.How frequently does your organization conduct employeeperformance reviews?Monthly*OngoingQuarterlySemiannuallyAnnually2%2%19%77%SHRM/Globoforce Survey: Employee Recognition Programs, Spring 2013. ©SHRM 2013 15
  • 16. Yes NoFeedback from employees’ direct supervisor only (n = 708) 74% 26%An employee self-evaluation (n = 717) 72% 28%Feedback from other managers in the organization (n = 686) 42% 58%Peer-to-peer feedback from selected employees (n = 677) 17% 83%Peer-to-peer feedback from across the company (n = 669) 9% 91%Does your organization’s performance review process include thefollowing processes?SHRM/Globoforce Survey: Employee Recognition Programs, Spring 2013. ©SHRM 2013 16
  • 17. n = 714SHRM/Globoforce Survey: Employee Recognition Programs, Spring 2013. ©SHRM 2013In your professional opinion, is your organization’s performancereview process effective in achieving the goals of yourorganization, or does it need to be completely overhauled?1751%49%Yes, it is effective the way it isNo, it is not effective the way it is; it needsto be completely overhauled
  • 18. In your professional opinion, which of the following would provide amore accurate picture of employee performance?n = 706SHRM/Globoforce Survey: Employee Recognition Programs, Spring 2013. ©SHRM 2013 1810%90%Feedback from the employees’ directsupervisor onlyFeedback from the employees’ directsupervisor plus feedback from others in theorganization (e.g., peers, managers, etc.)
  • 19. We are currently orwould consider usingWe would notconsider usingEmpowering employees to recognize each other forgreat work (social recognition) (n = 730)85% 15%Mapping recognition awards against performancerankings/ratings (n = 725)74% 26%Which of the following concepts/programs is your organizationcurrently using or would consider using in its performance reviewprocess?SHRM/Globoforce Survey: Employee Recognition Programs, Spring 2013. ©SHRM 2013 19
  • 20. Yes, 74%No, 26%Note: n = 724. For the purposes of this survey, “crowdsourcing” is defined as the synthesis of input from all employees within anorganization.Do you think crowdsourced recognition data (relying on inputfrom multiple sources) would provide a more accurate picture ofemployee performance?SHRM/Globoforce Survey: Employee Recognition Programs, Spring 2013. ©SHRM 2013 20
  • 21. Yes, 78%No, 22%Note: n = 710. For the purposes of this survey, crowdsourcing is defined as the synthesis of input from all employees within anorganization.Do you think crowdsourced recognition (relying on input frommultiple sources) would be helpful data to incorporate intoemployee performance reviews?SHRM/Globoforce Survey: Employee Recognition Programs, Spring 2013. ©SHRM 2013 21
  • 22. OtherSHRM/Globoforce Survey: Employee Recognition Programs, Spring 2013. ©SHRM 2013 22
  • 23. SHRM/Globoforce Survey: Employee Recognition Programs, Spring 2013. ©SHRM 2013Note: n = 442. Respondents who answered “don’t know” were excluded from this analysis.23Approximately, what was your organization’s voluntary turnoverrate in 2012?Turnover rateMean 13%Median 10%Does your organization have an employee recognitionprogram?Mean employeeturnover rateYes (n = 648) 12.95No (n = 149) 14.19Total 13.15
  • 24. n = 712Are all of your employees able to receive electronic communications?2460%40%Yes, all employees have some sort of e-mail orInternet connectivity, at work or homeNo, we need to use paper or interpersonalcommunication to reach all employeesSHRM/Globoforce Survey: Employee Recognition Programs, Spring 2013. ©SHRM 2013
  • 25. What are the most important HR challenges to your organization?Employee engagementSuccession planningCulture managementEmployee retention/turnoverPerformance managementRecruitmentEmployee enablementRelieving employee frustrationsEmployee satisfactionProductivityRevenue per FTEOther47%39%35%33%31%26%19%18%18%10%10%4%Note: n = 704. Percentages do not equal 100% due to multiple response options. Respondents were asked to select their top threechoices.SHRM/Globoforce Survey: Employee Recognition Programs, Spring 2013. ©SHRM 2013 25
  • 26. In the next three to five years, what is the biggest talent managementchallenge your organization will face?Building a pipeline of leaders from withinRetaining top performersBaby Boomer retirementRecruiting qualified applicantsTraining workforce to make up for skills gapsManaging poor performersEffectively rewarding employees30%19%18%14%10%6%5%Note: n = 704. Percentages do not equal 100% due to multiple response options.SHRM/Globoforce Survey: Employee Recognition Programs, Spring 2013. ©SHRM 2013 26
  • 27. Which of the following best describes your functional area withthe HR department/group?Note: n = 678. Percentages do not equal 100% due to rounding. An asterisk (*)indicates < than 1%.General HREmployee RelationsCompensation/BenefitsStrategic PlanningEmployment/RecruitmentOrganizational DevelopmentTraining/DevelopmentInternational HRMHealth, Safety, SecurityHRISCommunications*55%13%8%7%5%5%4%2%1%1%SHRM/Globoforce Survey: Employee Recognition Programs, Spring 2013. ©SHRM 2013 27
  • 28. DemographicsSHRM/Globoforce Survey: Employee Recognition Programs, Spring 2013. ©SHRM 2013 28
  • 29. n = 570PercentageBaby Boomers (ages 49-68, born 1945-1964) 36%Generation Xers (ages 33-48, born 1965-1980) 34%Millennials/Gen Y (ages 32 and younger, born after 1980) 23%Veterans/Traditionals (ages 69 and older, born before 1945) 7%What is the approximate generation breakdown of your workforce?29SHRM/Globoforce Survey: Employee Recognition Programs, Spring 2013. ©SHRM 2013
  • 30. Demographics: Organization Staff Size500 to 2,4992,500 to 24,99925,000 or more50%40%10%Note: n = 662SHRM/Globoforce Survey: Employee Recognition Programs, Spring 2013. ©SHRM 2013 30
  • 31. Demographics: Organization SectorPublicly owned for-profitPrivately owned for-profitNonprofit organizationGovernment agency35%34%18%13%n = 684SHRM/Globoforce Survey: Employee Recognition Programs, Spring 2013. ©SHRM 2013 31
  • 32. Demographics: Organization IndustryOrganization Industry PercentageManufacturing 20%Health care and social assistance 16%Professional, scientific and technical services 12%Government agencies 11%Finance and insurance 9%Educational services 8%Retail trade 7%Transportation and warehousing 7%Utilities 6%Accommodation and food services 5%Construction 5%SHRM/Globoforce Survey: Employee Recognition Programs, Spring 2013. ©SHRM 2013Note: n = 694. Percentages do not total 100% due to multiple response options.32
  • 33. Demographics: Organization Industry (continued)Organization Industry PercentageArts, entertainment and recreation 4%Information 4%Administrative and support and waste management and remediation services 3%Mining, quarrying, and oil and gas extraction 3%Wholesale trade 3%Agriculture, forestry, fishing and hunting 2%Real estate and rental and leasing 2%Repair and maintenance 2%Personal and laundry services 1%Religious, grantmaking, civic, professional and similar organizations 1%Other 5%Note: n = 694. Percentages do not total 100% due to multiple response options.SHRM/Globoforce Survey: Employee Recognition Programs, Spring 2013. ©SHRM 2013 33
  • 34. U.S.-based operations only 56%Multinational operations 44%Single-unit organization: An organizationin which the location and theorganization are one and the same.14%Multi-unit organization: An organizationthat has more than one location.86%Multi-unit headquarters determines HRpolicies and practices46%Each work location determines HRpolicies and practices2%A combination of both the work locationand the multi-unit headquartersdetermines HR policies and practices52%Is your organization a single-unit organization or amulti-unit organization?For multi-unit organizations, are HR policies andpractices determined by the multi-unitheadquarters, by each work location or by both?Does your organization have U.S.-basedoperations (business units) only, or does itoperate multinationally?n = 672n = 691n = 311Corporate (companywide) 56%Business unit/division 27%Facility/location 18%Note: n = 607. Percentages do not equal 100%due to rounding.What is the HR department/function forwhich you responded throughout thissurvey?Demographics: OtherSHRM/Globoforce Survey: Employee Recognition Programs, Spring 2013. ©SHRM 2013 34
  • 35. • Response rate = 14%• 803 HR professional respondents from a randomly selected sample of SHRM’smembership with the title of manager or above and from organizations with 500 ormore employees.• Margin of error +/-3%• Survey fielded: March 14-24, 2013SHRM Survey Findings: Employee RecognitionPrograms, Spring 2013In collaboration with and commissioned by GloboforceSurvey MethodologySHRM/Globoforce Survey: Employee Recognition Programs, Spring 2013. ©SHRM 2013 35
  • 36. Globoforce is the world’s leading provider of social recognition solutions, redefining howcompanies understand, manage and motivate their employees. Innovative companiesaround the world use Globoforce’s cloud-based social recognition software to reveal the trueperformance and influence of every employee and strengthen company culture. WithGloboforce, HR and business leaders can take a strategic approach to recognition programsthat result in measurable benefits to the bottom line driven by increases in employeeengagement, retention and productivity. Globoforce is co-headquartered inSouthborough, Massachusetts, and Dublin, Ireland.To learn more: Visit: http://www.globoforce.com Read: http://globoforce.com/globoblog Twitter @Globoforce LinkedIn: http://www.linkedin.com/company/globoforceAbout GloboforceSHRM/Globoforce Survey: Employee Recognition Programs, Spring 2013. ©SHRM 2013 36
  • 37. The Society for Human Resource Management (SHRM) is the world’s largest association devotedto human resource management. Representing more than 250,000 members in over 140countries, the Society serves the needs of HR professionals and advances the interests of the HRprofession. Founded in 1948, SHRM has more than 575 affiliated chapters within the United Statesand subsidiary offices in China and India.About SHRMSHRM/Globoforce Survey: Employee Recognition Programs, Spring 2013. ©SHRM 2013 37
  • 38. • For more survey/poll findings, visit www.shrm.org/surveys• For more information about SHRM’s Customized Research Services, visitwww.shrm.org/customizedresearch• Follow us on Twitter @SHRM_ResearchAbout SHRM ResearchSHRM/Globoforce Survey: Employee Recognition Programs, Spring 2013. ©SHRM 2013 38

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