Research Perspective

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Five Reasons to Use Social Recognition in Business:

Recognizing Achievement Supports Operational Excellence

The Value of Social Recognition

Engaging employees requires more than directing them in what to do; they also need to receive credit for their accomplishments. Such recognition helps improve the employee experience, according to our benchmark research on human capital analytics; as a result, rewards are a critical part of talent management in more than half (52%) of organizations.

Offering rewards for the achievement of milestones or tasks that are done well is a simple and direct way of motivating employees. Recognition also can acknowledge employment anniversaries or lengths of time in serving a customer or on a project. While it contributes to a positive employee culture, recognition ultimately is driven by a practical business purpose: Employees who feel respected and valued in their work are likely to perform better than those who feel overlooked.

Doing this today isn’t difficult. Popular new technologies facilitate employee recognition. Online and social collaboration, for example, is a natural tool for providing recognition. It links teams and departments to each other, to management and perhaps to the whole organization in natural, functional ways. More than half of organizations use collaboration technology with human capital management now (20%) or will do so in the next year (16%) or within two years (22%). Another 23 percent plan to use it but have not determined when they will start. And close to three-quarters (70%) of the participants in our benchmark research on next-generation workforce management said collaboration is a key technology for improving the operations and performance of the workforce.

 
 

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