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How to get Executive Buy-in for Employee Recognition

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Executive buy-in has been proven to make the critical difference in driving both the adoption and the effectiveness of your employee recognition program. But how do you engage the execs and obtain the support necessary to launch an effective program?

Veröffentlicht in: Business, Technologie
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How to get Executive Buy-in for Employee Recognition

  1. 1. HOW TO GET EXECUTIVE BUY-IN FOR RECOGNITION JANUARY 29, 2014
  2. 2. JOIN THE CONVERSATION: @globoforce #hrinfluencers
  3. 3.  Writer, Speaker, Cat Lady LAURIE RUETTIMANN  More than 15 years' experience in diverse and complex corporate human resources and consulting environments  @LRuettimann  http://linkedin.com/in/LaurieRuettimann
  4. 4.  Strategic Advisor, Executive Coach, Obsessed With Horses JENNIFER MCCLURE  25+ years' experience as an HR & Recruiting leader, coach & consultant in a variety of businesses – ranging from small/familyowned to Fortune 100 companies  @JenniferMcClure  http://www.linkedin.com/in/jennifermcclure
  5. 5. BUILDING YOUR CULTURE OF RECOGNITION
  6. 6. DEFINING RECOGNITION
  7. 7. RECOGNITION IS… • a driver of engagement and performance • an opportunity to reinforce corporate values • more motivating with praise AND prize • more effective when extended beyond acknowledging tenure alone • most beneficial in evaluating performance when incorporating crowdsourced data
  8. 8. WHAT IS SOCIAL RECOGNITION? Employees' program Viral participation Everyone on lookout Positivity flows with work Community experience Calibrated award levels
  9. 9. RECOGNITION JOURNEY TALENT Recognition analytics MOBILE COMMUNITY STRATEGIC Publicize recognition Colleagues congratulations Social Recognition® ENTERPRISE TACTICAL Consolidated programs SaaS Disparate programs Global experience Inconsistent experiences Compliant Reward distribution focus Measurable Difficult to measure / monitor Reward choice Viral participation Connections define community Everyone on lookout Broadcast culture Positivity flows with work Everywhere access Full program Virtual rewards Global support Native apps Enterprise security Team comparisons Executive insights to culture Integration with Talent Management
  10. 10. MEASURING RECOGNITION
  11. 11. Top HR Challenges INCREASE ENGAGEMENT SHRM/Globoforce Spring 2013 Survey Report
  12. 12. DRIVE BUSINESS RESULTS 12x “Our research finds that those organizations with the most mature employee recognition approach are 12 times more likely to have strong business results.” SOURCE: The Employee Recognition Maturity Model: A Roadmap to Strategic Recognition - Bersin & Associates
  13. 13. RECOGNITION GETS RESULTS 60% 31% lower turnover at companies with effective recognition increase in engagement from recognizing employee performance 63% higher productivity from engaged companies 15% boost in engagement leads to 2% increase in operating margin
  14. 14. WHICH OF THE FOLLOWING IS MOST LIKELY TO ALIGN YOU WITH COMPANY VALUES AND CULTURE? REINFORCE CORE VALUES SOURCE: Workforce Mood Tracker – Summer 2013 Report
  15. 15. SELLING RECOGNITION (Gaining Executive Buy-In)
  16. 16. 1. Executive Summary 2. Problem Statement 3. Analysis BUILDING A BUSINESS CASE 4. Solution Options 5. Preferred Solution 6. Cost-Benefit Analysis 7. Recommendations 8. Implementation Plan
  17. 17. HAS BEING RECOGNIZED CREATED A POSITIVE CHANGE IN YOUR BEHAVIOR IN ANY OF THE FOLLOWING? HIGH IMPACT RECOGNITION SOURCE: Workforce Mood Tracker – Summer 2013 Report
  18. 18. WHO SHOULD CHAMPION A RECOGNITION PROGRAM? SOURCE: Business Analysis Blog
  19. 19.  Recognition drives business results.  Recognition is critical to talent management and business objectives. SUMMARY  Recognition can help a company reinforce core values.  HR should build a business case for recognition.  Recognition should be championed by key stakeholders with passion.
  20. 20. QUESTIONS?
  21. 21. VISIT US: www.globoforce.com SUBSCRIBE: www.globoforce.com/gfblog

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