Tag Archives: Leading Indicator of Employee Recognition

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The Most Important Thing You Need To Make Recognition Happen

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Most recognition strategies and plans for recognition depend on moving the bar on whatever metrics you have for program usage and employee perception of recognition. 

The gap analysis of where your recognition status is today and where you want it to be tomorrow relies on the program metrics you have. The challenging part about program usage metrics is that they are all lagging indicator measures.  

Lagging indicators do just that, they lag behind on indicating whether you achieved the results you wanted. By the time you get the output measures on a program, it’s hard to do anything about them that will make a future change.

Is there anything you can really do that can change this? Is there one important thing you can do that will make recognition happen?

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The Best Leading Indicator for Employee Recognition

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All of us are striving to help people in our organizations feel valued and appreciated for their contributions and for who they are. We’re also tasked with showing everyone how to give more effective and meaningful recognition face-to-face and with using our online recognition programs.

And the only way we know how well we are doing is by measuring the outputs of recognition through our recognition programs and through employee perceptions on recognition received through engagement surveys. 

But is there another way that you can refocus what you measure that will lead to more recognition giving?

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