Putting your recognition insights into practice
In parts one and two of our series, we explored some of the ways social recognition – and the data it provides – can help you manage individuals and teams. In this third and final installment, let’s take a deeper dive into some specific ways you can use that knowledge to enhance your existing individual and team management activities.
Recognition is a highly effective tool for getting new employees quickly oriented to your culture – and help them embrace and live your values. Nominating new employees soon after they begin is a highly effective tool in the onboarding process. It encourages your new hires to recognize their peers for doing great work – and helps them understand how their work and their efforts align to company values and contribute to company goals.
2. Talent management
The powerful insights of a recognition platform can make your talent systems smarter, while driving your talent strategy forward. Frequent reviews of data reveal who is being recognized and which values are being practiced (and those that are not). You’ll also see what types of relationships your employees are forming within and outside of the department. These are all powerful and revealing clues into how well your employees are performing.
Trying to attract and retain the best talent? Check out our complete guide to become the most attractive company for current and potential employees.
3. Succession planning
Succession planning and the development of high-potential employees is an important tool for enriching organizational culture, motivating employee growth, and retaining talented flight risks. But it’s easier said than done. How can you get external and impartial input to inform who you should coach for promotion? Recognition data lets you visualize your culture and immediately identify the cultural energizers and linchpin employees on your team — those who are connected most strongly to their peers inside the department and across the company. These are the critical influencers who hold your culture together and are perfect candidates for development.
4. Performance management
In an earlier installment, we explored how incorporating crowdsourced recognition data into performance reviews brings a chorus of creditable voices and data that will turn a painful, negative process into a constructive, positive one. When it’s time for performance reviews, be sure you review recognition activity over the course of the previous year. Bring that data into the conversation as you discuss the values in which the employee excels, and cite the relationships they’ve built. This provides an extra source of impartial data to strengthen the conversation and your employees’ trust in the process.
5. Your own self-assessment
Finally, recognition is a wonderful opportunity for self-reflection. As you receive communications on your own recognition activity – as well as within your team – you’ll gain powerful insights into what’s working and where there’s room for improvement. For instance, as a manager, you can pool data on team members to get a sense of where your department might have weaknesses or areas of opportunity. This gives you the rare chance to recalibrate your focus and priorities as you continue your journey to become the best manager you can be.
So there you have it: five ways social recognition can help you nurture and inspire the individuals and teams you manage – along with ways you can use that knowledge to enhance your existing management activities. Put these strategies to work for you and discover how social recognition can help you realize your full potential as an inspiring and effective manager.
About the AuthorMore Content by Aaron Kinne