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    Shrm globoforce employee_recognition_summer_2011 Shrm globoforce employee_recognition_summer_2011 Presentation Transcript

    • SHRM Survey Findings: EmployeeRecognition Programs, Summer 2011In collaboration with and commissioned by Globoforce June 23, 2011
    • Key findings What are the most important workforce management challenges organizations are currently facing? Formore than three-quarters of organizations, different generations of employees (85%) and multiple cultures inthe workplace (84%) are important (“important” and “very important”) workforce challenges. What are the key HR challenges organizations expect to face in the next three to five years? Nearly allorganizations indicated that employee engagement, employee retention and employee recruitment are thechallenges their organizations will be facing in the future. How many organizations currently have an employee recognition program? Eight out of 10 organizationscurrently have an employee recognition program. What are the most common reasons that organizations recognize employees? The most frequentlyreported reason was recognizing employees for their years of service (58% of responding organizationsreported having this practice). Nearly one-half (48%) indicated that “going above and beyond with anunexpected (not regular) work project” was also commonly recognized, and 43% reported recognizingemployees for a “successful performance result related to the organizational financial bottom line.” Are employee recognition programs challenging to measure? Few organizations (13%) measure the ROI ofthese programs. Of those that do measure the ROI, the majority of respondents (68%) agree that measuringthe effectiveness of their employee recognition programs is challenging and another 9% strongly agree. Lessthan one-quarter (23%) of respondents disagree that measuring an employee recognition program ischallenging. SHRM/Globoforce Survey: Employee Recognition Programs, Summer 2011. ©SHRM 2011 2
    • Talent Management SHRM/Globoforce Survey: Employee Recognition Programs, Summer 2011. ©SHRM 2011 3
    • Do you think that at your organization: Percentage organizational charts are an accurate indicator of your organization’s leaders 71% and influencers? (n = 491) annual performance reviews are an accurate appraisal for employees’ work? 61% (n = 435) employees are rewarded according to their job performance? 56% (n = 406) managers or supervisors effectively acknowledge and appreciate employees? 46% (n = 331) employees are satisfied with the level of recognition they receive for doing a 31% good job at work? (n = 223)Note: Analysis excludes “not sure” response. Percentages above reflect respondents who answered “yes” to the question. SHRM/Globoforce Survey: Employee Recognition Programs, Summer 2011. ©SHRM 2011 4
    • Of the following options, which do you think is the most accurate appraisal of employee performance?Multi-source (manager, senior leader, peer, etc.) ongoing feedbackprogram, including constructive criticism and positive recognition 42% on a regular basis (e.g., weekly, monthly) Manager-driven ongoing feedback program, including constructive criticism and positive recognition on a regular basis 25% (e.g., weekly, monthly) Manager-driven annual (or semi-annual) performance review 21% 360° annual (or semi-annual) performance review(e.g., colleagues and clients provide feedback in addition to direct 10% manager) Other 2%n = 726 SHRM/Globoforce Survey: Employee Recognition Programs, Summer 2011. ©SHRM 2011 5
    • The importance of workforce management challenges thatorganizations are currently facing: Very Very Important Unimportant Important UnimportantMultiple cultures in the workforce 35% 49% 15% 1%Different generations among 34% 51% 13% 1%employeesGlobal diversity of today’s companies 24% 38% 29% 9%Harnessing the power of social 21% 51% 24% 4%networking technologiesn = 742 SHRM/Globoforce Survey: Employee Recognition Programs, Summer 2011. ©SHRM 2011 6
    • The importance of workforce management challenges that organizations are currently facing: Comparisons by organization staff size: Compared with smaller organizations (2,499 employees or fewer), larger organizations (2,500 or more employees) view global diversity of today’s companies as more a important workforce management challenge. 1-99 employees = 21% 2,500-24,999 employees = 27% 100-499 employees = 25% 25,000 and above = 41% Larger organizations > smaller organizations 500-2,499 employees = 15%Comparisons by organization sector: Government agencies are more likely to view multiple cultures in the workplace as an important workforce management challenge compared with how publicly and privately owned for-profit organizations and nonprofit organizations view this challenge. Publicly owned for-profit = 35% Government > publicly and privately owned for-profit organizations Government = 49% Privately owned for-profit = 30% and nonprofit organizations Nonprofit = 38% Publicly owned for-profit organizations, privately owned for-profit organizations, and government agencies are more likely to view global diversity of today’s companies as an important workforce management challenge compared with nonprofit organizations. Publicly owned for-profit = 30% Publicly owned for-profit organizations, privately owned for-profit Privately owned for-profit = 21% Nonprofit = 10% organizations, and government agencies > nonprofit organizations Government = 20% SHRM/Globoforce Survey: Employee Recognition Programs, Summer 2011. ©SHRM 2011 7
    • HR challenges organizations anticipate facing in the next three tofive years: Very Very Important Unimportant Important UnimportantEmployee engagement 69% 30% 1% 0%Employee retention 63% 32% 4% 1%Employee recruitment 53% 43% 3% 0%Culture management (i.e., managing 51% 45% 4% 0%your organization’s corporate culture)Note: n = 742. Total may not equal 100% due to rounding SHRM/Globoforce Survey: Employee Recognition Programs, Summer 2011. ©SHRM 2011 8
    • Methods organizations use to track employee engagement levels: Employee exit interviews 71% Employee retention rates 65% Vendor-administered employee engagement surveys/analysis 43% Company-administered employee engagement surveys/analysis (i.e., the organization conducts its own 40% survey with employees)Social media activity by employees (i.e., tracking employee 11% comments on internal and external company forums) Other 3% Note: n = 637. Includes only organizations that indicated they track employee engagement levels. Total does not equal 100% due to multiple response options . SHRM/Globoforce Survey: Employee Recognition Programs, Summer 2011. ©SHRM 2011 9
    • Employee Recognition Programs SHRM/Globoforce Survey: Employee Recognition Programs, Summer 2011. ©SHRM 2011 10
    • Does your organization have an employee recognition program? No 20% Yes 80% n = 698 SHRM/Globoforce Survey: Employee Recognition Programs, Summer 2011. ©SHRM 2011 11
    • The Most Common Reasons Organizations Recognize Employees Years of service 58%Going above and beyond with an unexpected (not regular) work 48% project Successful performance results related to the organizational financial bottom line (e.g., financial gains for 43% organization, increased sales) Exemplary behavior that aligns with organizational values 37% Completion of regular work projects with high-quality results 9%Completion of regular work projects at a faster than usual pace 2% Other 3% Note: n = 549. Includes only organizations that have an employee recognition program in place. Total does not equal 100% due to multiple response options. SHRM/Globoforce Survey: Employee Recognition Programs, Summer 2011. ©SHRM 2011 12
    • How do organizations track employee recognition programs? By business unit/department 64% By office location 42% By employee level/title 34%Note: n = 423. Analysis excludes “not applicable” responses. Total does not equal 100% due to multiple response options. SHRM/Globoforce Survey: Employee Recognition Programs, Summer 2011. ©SHRM 2011 13
    • Is your CEO/president involved in your employee recognition program? Yes, the CEO/president champions the program, but enables his or her team to drive it 46% without the CEOs input The CEO/president is aware we have a 29% program, but does not invest any time in it Yes, the CEO/president is actively involved in 23% every aspectI don’t believe the CEO/president is aware of the 3% program Note: n = 552. Total does not equal 100% due to rounding. SHRM/Globoforce Survey: Employee Recognition Programs, Summer 2011. ©SHRM 2011 14
    • Does the budget for employee recognition programs come out of the HR budget, the individual department/business unit budget or from both budgets? 37% The HR budgetThe individual department/business unit 34% budget Both the HR budget and individual 30% department/business unit budgets Note: n = 547. Total does not equal 100% due to rounding. SHRM/Globoforce Survey: Employee Recognition Programs, Summer 2011. ©SHRM 2011 15
    • Which area in HR is responsible for employee recognition at your organization? HR Functional Area Percentage General HR function 59% Rewards and recognition 14% Compensation and benefits 13% Performance management 4% Learning and development 3% Other 8%Note: n = 552. Total does not equal 100% due to rounding. SHRM/Globoforce Survey: Employee Recognition Programs, Summer 2011. ©SHRM 2011 16
    • Does your organization track the ROI of your employeerecognition program? Yes 13% No 87%Note: n = 419. Analysis excludes “not sure” responses. SHRM/Globoforce Survey: Employee Recognition Programs, Summer 2011. ©SHRM 2011 17
    • Percentage of organizations that track the ROI of their employee recognition programComparisons by organization staff size: Larger organizations (2,500 employees and more) are more likely to track the ROI of their employee recognition programs compared with smaller organizations (2,499 employees and fewer). 1-99 employees = 10% 2,500-24,999 employees = 19% 100-499 employees = 6% Larger organizations > smaller organizations 25,000 and above = 21% 500-2,499 employees = 7%Comparisons by organization sector: Publicly owned for-profit organizations are more likely to track the ROI of their employee recognition programs compared with privately owned for-profit and nonprofit organizations. Privately owned for-profit = 10% Publicly owned for-profit organization > privately owned for-profitPublicly owned for-profit = 22% Nonprofit = 7% organization, nonprofit organization SHRM/Globoforce Survey: Employee Recognition Programs, Summer 2011. ©SHRM 2011 18
    • The effectiveness of employee recognition programs ischallenging to measure Strongly Agree 9% Disagree 23% Agree 68%Note: n = 53. Includes only the respondents who indicated they track the ROI of their employee recognition programs. Survey included a“strongly disagree” response option, but this option was not selected by any respondents. SHRM/Globoforce Survey: Employee Recognition Programs, Summer 2011. ©SHRM 2011 19
    • Common challenges organizations experience in tracking the ROI of employee recognition programs Percentage Metrics of success keep changing, making it impossible to consistently report 32% on ROI The recognition program cannot be linked with our talent management or performance management systems, giving us no insight into how recognition 32% affects key metrics such as performance improvement or retention The recognition program is not designed to deliver improvement in metrics 22% that our executive leadership (CEO/CFO/COO/CHRO, etc.) finds valuable The recognition program only rewards the ultimate results, but does not take into consideration how those results are achieved (e.g., in line with company 20% values) Only segments of employees are eligible to participate in employee 20% recognition programs (e.g., top performers, select job levels) Don’t know what metrics we should be measuring to prove ROI 15%Note: n = 41. Includes only the respondents who indicated they track the ROI of their employee recognition programs. Total does not equal 100%due to multiple response options. SHRM/Globoforce Survey: Employee Recognition Programs, Summer 2011. ©SHRM 2011 20
    • Demographics SHRM/Globoforce Survey: Employee Recognition Programs, Summer 2011. ©SHRM 2011 21
    • Demographics: Organization industry Manufacturing 20% Health care and social assistance 16% Other services except public 9% Educational services 8% Professional, scientific and technical services 8% Retail trade 7% Finance and insurance 6% Public administration 4% Accommodation and food services (accommodation; food services and drinking places) 4% Arts, entertainment and recreation 3% Information 2% Transportation and warehousing 2% Construction 2% Utilities 2% Wholesale trade 1% Administrative and support and waste management and remediation services 1% Management of companies and enterprises 1% Mining 1% Real estate and rental and leasing 1% Religious, grantmaking, civic, professional and similar organizations 1% Repair and maintenance 1% Agriculture, forestry, fishing and hunting 0% Personal and laundry services 0% Private households 0% n = 710 SHRM/Globoforce Survey: Employee Recognition Programs, Summer 2011. ©SHRM 2011 22
    • Demographics: Organization sector 42% 34% 16% 8% Publicly owned for- Privately owned for- Nonprofit organization Government agency profit organization profit organization n = 730 SHRM/Globoforce Survey: Employee Recognition Programs, Summer 2011. ©SHRM 2011 23
    • Demographics: Organization staff size 41% 37% 12% 7% 3% 1-99 100-499 500-2,499 2,500-24,999 25,000+ n = 730 SHRM/Globoforce Survey: Employee Recognition Programs, Summer 2011. ©SHRM 2011 24
    • Demographics: Other Is your organization a single-unit company or a Does your organization have U.S.-based multi-unit company? operations (business units) only or does it operate multinationally? Single-unit company: A company in which the location and the company are one 16% U.S.-based operations only 57% and the same Multinational operations 43% Multi-unit company: A company that has 84% n = 721 more than one location n = 729 Are HR policies and practices determined by the HR department/function for which you multi-unit corporate headquarters, by each work responded throughout this survey location or both? Corporate (companywide) 59% Multi-unit headquarters determines HR 44% policies and practices Business unit/division 20% Each work location determines HR policies Facility/location 21% 2% and practicesn = 623 A combination of both the work location and the multi-unit headquarters 54% determine HR policies and practices n = 623 SHRM/Globoforce Survey: Employee Recognition Programs, Summer 2011. ©SHRM 2011 25
    • SHRM Survey Findings: Employee recognition programs In collaboration with and commissioned by GloboforceMethodology  Response rate = 13%  Sample composed of 745 randomly selected HR professionals from SHRM’s membership who are employed at organizations with a staff size of 500 or more employees.  Margin of error is +/- 3%  Survey fielded May 17-27, 2011 For more poll findings, visit www.shrm.org/surveys Follow us on Twitter: http://twitter.com/SHRM_Research SHRM/Globoforce Survey: Employee Recognition Programs, Summer 2011. ©SHRM 2011 26