All organizations struggle with gaining the proper usage of their online programs. It could be HR programs related to benefits or health and well-being, collaborative software tools, or online learning libraries and learning management systems.
Same goes for getting leaders and employees to access and use your recognition programs on a regular and frequent basis. And then when they do get on to your recognition portal, are they giving effective and meaningful recognition to one another?
Analytics with employee recognition programs use recognition program output metrics, or usage data, and apply mathematical equations, statistical analysis, and computer software to paint a picture of what is going on.
However, different levels of analysis produce a different image and insights. The deeper you go with analytics, the more understanding you gain and the better action you can take.
They are the most valuable possessions in the world to the people who receive them.
Awards straddle between recognition and rewards in that they recognize an individual or team and may include a trophy and a reward. For what we will discuss here, they also provide a means to publicly honor the best of the best either through earned merit, length of service, or through an adjudication of a nomination.
People will dress up for award events. They may even take the day off to prepare. People look forward to awarding ceremonies for weeks ahead.
You should know by now that award presentations are a big deal and so you had better get them right. Here’s how to prepare to give an effective award presentation.
Like any tool, recognition programs are only as good as the people that use them.
And therein lies the problem. It isn’t the programs per se, it’s the people. That’s why it is essential that you create a people strategy to use your programs better, besides having a recognition program strategy.
Look at the following areas of direction you may need to take.