Yes, it’s quite an effective way to enhance employee engagement. Since our inception, humans of Engagedly have been very vocal about recognition being an important part of the workplace.
Want to engage employees? Reward and recognize them.
Want to motivate employees to work better? Recognize them.
The right kind of recognition can work like magic. That’s why, we have a feature in the Engagedly app that deals solely with recognition. It’s called ‘Praise’ and it helps peers and managers recognize employees publicly, with everyone else in the organization. In an article by Software Advice, they mention
Companies are getting extremely tired of boring, unproductive performance reviews. A platform like Engagedly can make them great again,” said Brian Westfall of Software Advice, a company that researches and hosts reviews of human resources software. “The ability to praise others in real-time not only engages and rewards employees for participating, but it also provides valuable, up-to-date information for managers to do a more ongoing, comprehensive performance appraisal.
Also read: Know What Features To Look For In A 360 Feedback Software
While we have talked about employee engagement and performance reviews on various occasions, this article brings up a slightly different angle – social recognition to go along with performance reviews. Social recognition is uniquely positioned in that, while it is more informal and prompt than annual reviews, it’s also more comprehensive than 360 degree feedback.
Annual performance reviews often suffer from certain setbacks. When you only rely upon a manager’s memory, the review becomes a one-sided, one-dimensional affair. And this is not something you can blame a manager for. For reviews to work a 100%, all managers would be required to possess phenomenal memories, which is a really improbable qualification.
Picture Credit: Software Advice
Early adopters of social employee recognition software report “measurable impacts on employee engagement, as well as correlations with improved business performance,” according to Gartner’s Predicts 2016 for HCM Applications.
If it’s not already in place, social recognition can be a great addition to your organization. There are 3 things you need to keep in mind though, when you are implementing it:
Reduce the hierarchy
Flatter structures are more suitable for such a process as we are recommending to you. According to Gartner’s research, social recognition thrives in companies where “command-and-control hierarchies give way to more network-style organizations.” Break down the walls between upper and lower levels of the company and implement channels to promote company-wide discussion and interaction.
Customize your rewards system
If you plan on handing out generic kudos like “Great job”, you will not be utilizing the R&R module efficiently. This kind of recognition needs no effort, and managers aren’t going to have useful feedback to learn from either. Institute rules that only reward meaningful recognition, and consider consolidating all of your rewards programs into one.
Consider it as an augmentation
If you are thinking social recognition can be a stand alone facility for your organization, that can’t be so. That and continuous peer-to-peer praise can save your performance review process, but you still need a solid performance management system bedrock to build on. If you don’t have one, or find your current system lacking, check out our performance review software page as well as our rewards and recognition section for better understanding and clarity.
Also read: Now More Than Ever: The Need For Staff Appreciation
Engagedly is offering a suite of products part of its Remote Work Toolkit free to any organisation, until Sept 30th, 2020.
The Coronavirus has affected the way we work today and for months to come. Unprecedented events require unprecedented measures. We at Engagedly believe it is our responsibility as socially conscious corporate citizens to help equip organisations with additional tools and resources during this time of crisis.
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