5 New Findings on Recognition and Reward Technology

August 29, 2018 Sarah Mulcahy

Iphone and computer

If you were to poll employees and ask what they think of your recognition and reward program, what would the response would be? Would it be positive? Are employees even aware you have recognition and rewards? Would you see a link between your program and outcomes such as engagement and performance?

By now, most companies realize they need something for recognition – at the very least to check a box. In fact, Gartner predicts that “by 2022, 70% of large and midsize enterprises will use some form of technology for recognition and reward. But less than 25% will leverage its full potential across the different use cases.”

So, how do you avoid being part of the 75% wasting time and money on ineffective programs? Gartner just released a new report titled, Use Recognition Programs to Boost HR and Talent Effectiveness. We believe it outlines best practices for designing a program that drives operational performance, increases employee engagement, and enhances talent processes.

Here are some of my takeaways:

  1. Tie recognition to a tangible award. This ensures sustained interest in your program. The value of the award doesn’t need to be steep, but it is important that it is provided in the moment. Recipients should be able to choose a reward that is meaningful to them.
  2. Make recognition ongoing. Recognition and reward should fall outside of annual bonus and salary review. Encourage continuous positive performance and behavior by allowing for smaller, more frequent recognition throughout the year.
  3. Increase transparency with peer-to-peer awards. Think outside the top-down management approach and open up peer-generated feedback. It allows for greater spontaneity and fosters a sense of employee agency and voice.
  4. Connect recognition to corporate goals. Each public recognition moment should be tagged to a desired outcoming or company value – such as corporate citizenship, persistence in the face of adversity, etc.
  5. Link recognition and performance development. As more organizations transition to a continuous performance strategy, having recognition visible and integrated into applications used for performance discussions is key.

Read more about how to design a recognition program for maximum business impact in the new Gartner report. Download it here.

Gartner: Use Recognition and Reward Programs to Boost HR and Talent Effectiveness, Chris Pang, Melanie Lougee, 16 August 2018

About the Author

Sarah Mulcahy

Sarah is senior content marketing manager at Workhuman. When not writing and reading about all things culture, leadership, recognition, and appreciation, she enjoys iced coffee, running, and spending time with her daughters, Mabel and Eva.

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