The Reward Gateway Platform goes beyond providing clients the ability to recognize, it also provides insights on how online recognition is being used. This article will highlight key insights available from this report so you will have the visibility to better support engagement and a culture of recognition.
Filter by a department to consider the amount of recognition that is happening there compared to the company as a whole.
While it is important for recognition to be genuine, it is also a habit that people should work to build if they want it to happen regularly. When people get out of the habit of recognizing, they are more likely to miss the change to acknowledge great work and drive up engagement and morale.
- Is this group being recognized less than average? Is their team mostly offline (in the field, deskless, etc.)? Perhaps managers could use support on ways to provide recognition to offline or deskless workers.
- Is this group recognizing more than the average? Celebrate that trend with the group. Ask them how and why they are recognizing in order to share these best practices with others!
- Is this group sending or receiving less than you would like? Maybe they need a reminder about why recognition is important? Maybe people aren’t sure what to recognize? Maybe your people need some fresh ideas on creating a culture of recognition?
Review the amount of recognition being sent by managers versus by non-managers.
It is important for managers to model recognition. This graph shows a nice balance between manager-led and employee-led recognition. If you find that the percentage of managers sending recognition is much lower than that of non-managers, this might be an obstacle to an engaged, culture of recognition.
- Are these managers getting enough of what they crave? Perhaps they feel under-appreciated and therefore are not as likely to recognize others? Consider recognizing these managers so they will be more likely to pass that appreciation on to others.
- Challenge managers to block off 10 minutes a week to focus on recognizing their team.
- Ask managers who “do it well” to share their best practices for making recognition a habit in a weekly meeting.
- Ask managers to take one minute at the start of their regular meetings to share a recognition story from the week.
Consider how much employees are sharing recognition between groups.
In addition to recognition demonstrating appreciation for individual work, sharing recognition across groups can communicate important information about how things work in other departments and can build relationships that make working together easier and more productive. This graph shows a group that often recognizes each other, but also has recognized three other groups.
- Would your team benefit from increasing how much they recognize outside their group? Are their other groups you'd like to see them building relationship with? Consider asking them to bring examples of how others are supporting their work to regular meetings or challenging them to submit one recognition a week or month for someone outside your group.
Consider the types of eCards the team is sending and if any actions aren't being captured enough.
This graph shows a nice balance between the types of eCards that this group is sending. You may find that your team is very focused on certain eCards (Happy Birthday!) but aren't using others as much as you would like.
- Consider a campaign that encourages employees to “catch” people living/doing the actions in the underrepresented eCards. (Welcoming others to the team, etc.)
- Draft a blog post or communication that highlights the actions included in underrepresented eCards (e.g., "Teamwork is an important value - challenge yourself to recognize someone that demonstrates Teamwork once a week!").
Review the Leaderboard to learn more about how individuals are participating.
Review to see who is most active in giving and getting recognition.
- Might there be concerns about favoritism because a small group of people are much more likely to receive recognition?
- Consider celebrating top senders with an award. Not only does this highlight their commitment and show a little extra appreciation for their efforts, it also sets an example for others to strive toward.
- Ask top senders to share best practices with others on their team (directly or through a blog/other communication). How do they find the time? What prompts them to recognize others?
Consider who is the least active in online recognition.
- Ask yourself why this may be? Do they know how to get to the program? Consider a direct campaign on how to access and the resources available to boost participation from these employees.
- Does this team have tight deadlines that might leave them feeling like they don’t have enough time to go to the program? Perhaps share information about the value of recognition or set expectations about how frequently to send recognition to support a culture of recognition.
- Maybe they don’t understand why they should use technology to “say thank you.”
- Maybe they aren't yet comfortable with the value of recognizing people for tasks that are part of doing their job?
- Maybe they would benefit from ideas regarding what to recognize people for?