Tag Archives: Analysis

Posted on

How To Conduct Estimation Analyses of Recognition Practices and Programs

by

Organizational leaders often want to know the impact recognition has on people centered metrics. To find out how their recognition practices or their recognition programs have on measures like employee engagement or employee retention can cost a great deal if running a full scientific and analytical evaluation. 

One way to ease the cost burden and still collect a powerful indicator is to conduct estimation analysis. Estimation analysis is a simple method to analyze data, employee perceptions, and interpret results. 

It is important to remember that in conducting estimation analyses, that you are using an imprecise science to calculate the level of impact, or perhaps the amount of improvement gained. 

Consider how you could use estimation analysis in your review of employee recognition practices and programs in your organization. 

(more…)
Posted on

Beware of the Hidden Biases Around Employee Recognition

by

When was the last time you reviewed your recognition and reward program data to see if there is any tendency toward hidden biases?

A hidden—or implicit—bias is defined as a preference for, or against, a person, thing, or group, which is held at an unconscious level. This means you and I don’t even know our minds are holding onto this bias. In contrast, an overt—or explicit—bias is an attitude or prejudice which is very much endorsed at a conscious level.

For example, what is the proportion of recognition or reward recipients who are male versus female, with respect to your employee gender ratio? Are rewards given more often to one gender over another? Is there any general ratio between white and non-white employees? Do disabled staff equally merit and receive recognition and rewards for exemplary work?

Perhaps we all need to ask these kinds of question when identifying whether hidden biases exist in our recognition and reward practices and programs.

If there are certain principles that keep recognition and rewards open it is fairness and equity.

How well is your organization doing in this area?

(more…)
Posted on

Get Solid Data Fluency for Strong Recognition Programs

by

Not sure how you did with learning a foreign language at high school, if you needed to do that. When I was trying to learn French growing up in England, it was a matter of rote grammar drills, writing out the different verb tenses, and very little conversational practice.

I cannot speak French today so can never claim to be fluent.

I also spent two years in my early twenties living in Belgium and gained some Flemish language skills. However, upon returning to Canada and many years absent with speaking Flemish, I have found out that if you don’t use a language, you lose it.

That’s why being fluent with the data gleaned from your recognition programs is such a necessary skill for you as a recognition manager or program administrator. If you don’t use it you’ll lose it.

(more…)
Posted on

How To Do A Stakeholder Analysis For Your Recognition Program

by

Before jumping into designing and developing an online recognition program make sure you get the input from all the key players in your organization.

One way to do this is to conduct a stakeholder analysis as you move through the various project management stages.

I am going to take you through the steps for carrying out a successful stakeholder analysis. (more…)

Posted on

How To Make An Effective Formal Awards Program

by

I was recently in a meeting with an organization who wanted to design a formal awards program and I think they were surprised with the additional insights I brought to the table that they hadn’t considered before.

I will outline a few of the critical elements needed for creating an effective formal awards program. These areas will be covered under five broad steps that entail quite a bit of work for each one.

Each of these steps will help you whether a manually administered awards program or one simplified through technology. (more…)

Posted on

How To Get the Low Down on Your Recognition Program Metrics

by

It is essential for you to know your recognition program data so you can understand how to use this data to leverage the results for elevating your performance and people metrics.

Too often I get asked about best practices in various aspects of recognition practices and programs. The problem is, whenever I see a best practice it likely took the professionals in that company 2 or 3 years to get where they are today.

For you to simply copy what they are doing right now immediately puts you behind the times the minute you start to do what they are doing.

So don’t compare yourself too closely with your competitors or other industry leaders.

I am going to take you on a reality check regarding your recognition program metrics. Then we’ll see what we can do with the numbers. (more…)