If there’s one thing talent advisors know, it’s that acknowledging exceptional performance isn’t as easy as it sounds.
Right off the bat, people are paid to do good work. That’s how most companies do work. Showing up and making an important contribution is part of a job. Anything less is unacceptable. And while it’s important to remark upon the effort of someone who goes above and beyond, saying thank you is just good manners.
So how do you recognize and reward great performance as part of an overall talent management strategy?
Behaviors Matter More than Technology
Companies like The Hershey Company and JetBlue use HR technology solutions to collect data on performance and link numbers with behaviors. But just because you buy a technology solution doesn’t mean you know how to use it — or that your work is done. The Hershey Company remedied this by looking outside of HR to its line leaders and supervisors, and creating a program to encourage peer-to-peer recognition and have a little fun. JetBlue used a thoughtful communication strategy to make sure employees knew its leadership was serious about creating an environment of recognition.
Keep in mind, technology cannot solve the problem of a broken culture — only people can.
The recession was tough, and restrictive travel policies created a dent in many conferences. However, savvy talent advisors have been using talent management tools to identify the high-performing, high-potential workers in the upper right segment of the 9-box grid who deserve opportunities to learn from their peers. And they have gone to bat for these workers. Not everybody can fly around the world and attend conferences, but some people can go to San Diego or Las Vegas for two nights to attend important and informative events. Find some wiggle room in your budget and surprise your best and brightest workers.
Companies like DuPont, Allianz and Quest Diagnostics use cloud-based social recognition software to encourage employees to thank one another on Facebook and Twitter. The benefits are immeasurable. Social recognition enables people to show off their work-related accomplishments, which could benefit your recruiting and referral strategy. Additionally, social recognition helps employees find balance and blend their professional and private lives in a healthy manner. And social recognition shows the world that your organization has doubled down on culture and gratitude, thereby enhancing your employer branding initiatives.
And here’s a pro tip: if talent advisors think through the behaviors and communication strategies needed to encourage a culture of recognition, you may not even need to buy software.
begin with the end in mind
The most successful rewards and recognition programs compensate — financially and emotionally — for the long-term behaviors that you’d like to see and develop in your workforce. Family-run organizations who pride themselves on steady growth and stability seek to retain workers who are motivated differently than those who might be attracted to jobs in the volatile world of technology start-ups.
Rewarding and recognizing employees in a manner that is consistent with your talent management methodologies isn’t impossible. It takes a smart talent advisor who thinks strategically and collaborates with stakeholders — employees, supervisors, executives — to champion these programs across the enterprise.
This month, our talent advisors have been dishing out their best advice on effectively managing your talent and helping them thrive. Catch up on the articles you may have missed, like “5 Ways to Retain Great Workers During Mergers and Acquisitions.” New to Talent Advisor? Sign up here to get new articles delivered to your email inbox.