10 reasons why recognition software should be in your HR technology stack
Employee recognition. It’s a simple enough concept, right?
When an employee does something great, they should get recognised and rewarded. Employees like being recognised, so businesses should do more of it. Businesses who do it well reap a whole stack of benefits; great culture, low attrition and high engagement are just a few.
But if recognition is so simple, why spend money on recognition software? The simple answer is the same reason why you’d invest in any type of software: recognition software will simplify and streamline what is normally a jarring, ineffective process and give you time and tools to increase your effectiveness. But if that reason isn’t enough, here are another ten you can add to your business case:
You’re spending your money all wrong
If monthly awards and annual bonuses were all it took to motivate people, increase their desire to stay in your company and create an enviable company culture, then Gallup wouldn’t be reporting such paltry global employee engagement figures (13%, in case you were wondering). The truth is, even though most businesses have some form of recognition or reward program, it simply isn’t achieving what they want it to. Why? Because not all recognition is equal. Businesses tend to spend a lot in measuring employee engagement, but not much in actually improving it. Get your money working smarter; invest in a tool that doesn’t just inform you, but also enables and empowers you.
Well-designed software reflects the ‘best’ in ‘best-practice’
Well-designed software simplifies what used to be challenging or time-consuming tasks. Redii was designed with HR managers, people leaders and individual employees in mind, – the goal is to make recognition easy and effective (and fun!). Instead of trialing a few different recognition methods and hoping to see positive results, you can be at peace that we’ve taken everything we’ve learned (from hundreds of different businesses) about what makes recognition programs effective and created a tool that anyone can use to drive success in their team.
You can change the recognition and reward experience for employees
According to the SHRM/Globoforce Employee Recognition Survey, peer-to-peer recognition is 35.7% more likely to have a positive impact on financial results than manager-only recognition. Recognition software empowers every employee to recognise and be recognised on an equal playing field.
Give people what they want and they’ll give you what you want
Research shows that employees want a say in how they are recognised and rewarded. Our recognition software gives individuals the opportunity to tailor their experience, ensuring your investment in reward and recognition is optimised and that the rewards are personally relevant to every employee.
Enhance visibility and transparency
Redii recognition software keeps a record of all recognition and reward activity across the business, and enables reporting on all “transactions” – including financial and non financial.
Get rid of the paperwork!
Having everything online means you can streamline your reporting, automate your approvals and communications, and decrease the administrative hours involved in managing and maintaining an ad-hoc recognition process.
Employees can accumulate points for aspirational rewards
Harvard’s Teresa Amabile found that nothing is more motivating than progress. Frequent recognition, and the ability to accumulate points (for a big reward or a series a small ones) reinforces progress, and also provides a visible record for the positive contributions individuals have made in their workplace.
Be tactical in your recognition approach
You can use the program to communicate and reinforce a focus for your business/team, and activate performance-enhancing activity through high frequency and tactical recognition.
Leverage the power of social recognition
Rather than relying solely on people leaders to manage employee recognition, you can drive employee ownership of recognition with crowd-sourced celebrations of achievements. Research shows this is a faster, more effective way to create cultural change that is embraced throughout the workplace as it goes from the ground-up, rather than top-down.
Make a bigger impact
Recognition has a bigger impact when it’s specific and timely (that is, delivered immediately after an achievement or behaviour is demonstrated) rather than weeks (or a year!) afterwards. Unlike the expected annual bonus or pay increase at end of the year, specific and timely recognition that comes from the people directly impacted by the positive work/action makes it more meaningful and more likely to create long-term behavioural or cultural change.