Benefits and roadblocks to setting up a recognition program There are many benefits to setting up an employee recognition program. That said, these processes are not yet universal. Companies today need to think about what they could attain by committing to these strategies, then map out a plan of action that will help them reach […]
Benefits and roadblocks to setting up a recognition program
There are many benefits to setting up an employee recognition program. That said, these processes are not yet universal. Companies today need to think about what they could attain by committing to these strategies, then map out a plan of action that will help them reach those results. Executives who follow this pattern will doubtless realize that it’s worth overcoming any number of roadblocks to reach the exciting new levels of efficiency and effectiveness promised by centralized and well-maintained reward and recognition programs.
Workplaces can transform in a short amount of time by adding more recognition and acknowledgement of employee excellence. Workers tend to thrive in circumstances designed around their unique needs and wellbeing. Of course, it’s not helpful to approach these programs carelessly: The benefits may be most evident when leaders use powerful and flexible, software-based options to organize rewards and engage teams.
Some of the benefits of adopting improved, tech-aided employee recognition include:
- Increased visibility of positive employee contributions, so nothing falls through the cracks.
- Better engagement, with teams feeling a deeper connection to their employers.
- Consistent adherence to rules governing rewards, including tax laws.
- Universal access to systems, even for employees who work from home.
- Rewards that apply equally to international workers.
- The ability to access systems from mobile devices.
- A real-time feed of valuable recognition data, delivered directly to leaders.
Questions to ask
All the above advantages sound great, meaning there must be a few specific elements holding companies back from adopting recognition strategies. Leaders will have to ask themselves the following three questions to get ready to launch rewards:
- Is the office culture ready for a transformation to take place?
- Is the right amount of budget space set aside for an effective and productive reward program?
- Are HR employees committed to working with recognition program providers to make the strategy a success?
Once those three items are squared away, offices can begin to change via better recognition.