Issue link: https://www.e-digitaleditions.com/i/330423
[ 30 ] HRO TODAY MAGAZINE | JUNE 2014 Recognition mystery and awkwardness of the annual review." Razor Suleman, chairman and chief evangelist for recognition provider Achievers, argues that while recognition happens all the time, a performance review happens only once a year. Tracking recognition can allow managers to see trends, achievements, and milestones for a more effective performance review process. "The reality is that managers only remember 30 percent of what employees do on a daily basis," he says. "Recognition programs provide managers the visibility into the successes and achievements employees are being recognized for every day." Herbert offers an interesting consideration when tying recognition to performance management: "I'm not sure that recognition programs as a standalone entity are great for either performance management or succession planning unless they have something built in from the beginning that links proven behavioral assets to future leadership. For example, empathy has been shown to be a great leader asset. Does your recognition program allow for people to identify and recognize 'empathetic' behaviors in the nomination process? If so, then I think you might have a way to incorporate that information into someone's permanent record," he explains. Suleman argues that organizations can leverage the visibility recognition delivers to track the performance of key employees. "Recognition programs provide the opportunity for employers to identify who their high performers and high potential performers are. Managers and executive teams are able to view what the entire company is saying about a certain individual, and don't just have to reply on one manager's feedback. From a succession planning standpoint, this information is integral to determining career paths and internal movement for employees," he says. High-Tech but High Touch Today's technology allows companies to capture and track vital employee information—and that is no different for recognition. SaaS-based platforms deliver the effectiveness and speed organizations seek for program deployment and innovation. "As workforces become increasingly global, the ability to recognize coworkers at anytime from anywhere in the world is a key factor in achieving the highest level of success in a recognition program," says Globoforce's Irvine. Himelstein warns that while technology does have its place, it should be leveraged accordingly. "Truly thanking and acknowledging someone shouldn't happen with an automated email or ping from a mobile app," he says. "Recognition needs to originate from a genuine place." Herbert agrees. "Whenever you have social sharing without a real life, face-to-face component, you can get unintended consequences—understating what is really valuable—and overstating what has little value. Recognition is a very 'human' issue and without the human, the technology is simply a way to quickly give non-emotional praise," he says. "Unless companies spend time training how to best use the technology to enable human connections, it will not work." When it comes to something as personal as recognition, organizations should focus on the touch not just the tech. Globoforce's 2014 Workforce Moodtracker survey found that 51 percent of those with values-based recognition programs are happy at work compared to only 35 percent of all respondents.