The emergence of online employee recognition and reward programs is still a relatively recent phenomenon.
Sometimes we have to stop and remember that the Internet didn’t really start until 1983. And, for the interaction needed with online programs, this was emerging in the 90s with Web 2.0 launching in 1999.
With the emergence of the Internet, reward and recognition providers could now use technology systems to integrate with Human Resource Information Systems.
What do we mean by pull and push approaches to employee recognition programs?
Let’s set the scenario that you haven’t really been very good at giving recognition. It hasn’t been natural for you since you’ve only been a supervisor for less than a year. The leader you report to has set a performance management expectation for you to give more frequent recognition. They based all this on a recent employee engagement survey and the division you’re in didn’t do so well.
Now, HR has recently conducted training to show all supervisors and managers how to use the new online recognition program they launched at the beginning of the year.
But you have a problem. You’ve been hearing from workers that they don’t know how authentic and meaningful your recognition really is.
Here are some potential reasons this might be something you might need to work on.