Employee recognition has become part of the core HR strategy of most organizations. From employee engagement to workforce efficiency and even talent retention, employee recognition has come to deeply impact every aspect of an organization. To get the desired benefits, organizations need to select and implement the best employee recognition system. However, organizations should keep a few points in mind while choosing their platforms from the employee recognition software available in the market.
There are many employee recognition platforms available in the market today. However, choosing the best one for an organization is no easy task. It requires a deep understanding of the organization’s people goals, vision and roadmap of the program, profile and expectations of the workforce and a comparative view of the features and functionalities of different employee rewards and recognition platforms available in the industry.
While the choice of the best employee employee recognition platform is dependent on the specific needs of the organization, the ten points below might help in the decision making process.
1. Ease of Configuration/ Customization
The employee recognition platform should allow the organization to configure various types of rewards and recognition such as Spot Awards, Peer-to-Peer Recognition, Team Awards, Quarterly and Annual Awards, Service Awards, etc. with the relevant workflows and monetary values as defined by the rewards and recognition policy.
The platforms would be configurable to allow company branding, definition of business units and budget management as per the requirements of the organization. It should be possible to make changes in the configuration even post implementation to incorporate changes in the policy.
2. Incorporates Advanced Features and Best Practices
A good employee rewards and recognition system should have features such as gamification, wall of fame, leaderboards, and on-platform redemption options. Language localization might also be a good feature to consider, especially if the program spans multiple geographies. Jury evaluation of awards based on a pre-defined rating system might be another feature to look for, if the organization is considering running quarterly and annual award programs.
A platform with differentiated features can often add value to the program. Such a platform can create additional impact from the program over time as the organization explores and implements the additional features.
3. Appealing User Interface (UI) and Good User Experience (UX)
Organizations should ensure that the recognition platform they opt for is easy to use and engaging for both giving and receiving recognition. An employee recognition platform that is dull and boring is least likely to attract employee attention and might often be left unused.
Choosing a platform that has an attractive and user-friendly in design in critical for the organization to drive the usage among the employees and derive the expected benefits from the program.
4. Integration with HRMS
The employee recognition platform should be selected based on the extent to which it can be integrated with the existing systems being used to collect and store employee data such the HRMS or the HRIS. Employees should be able to log in from the HRMS or the Intranet using Single Sign-On (SSO) without using separate user credentials.
The platform should also be able to update employee data from the HRMS automatically, without any manual intervention. This will ensure that the data in the platform is up-to-date with the latest employee data including the new hires, exits and team/ manager alignments and prevent any misses or errors in the process of recognition.
5. Integration with Other Platforms
The employee recognition software should come with the ability to easily integrate with popular platforms used in the organization such as Google Workspace, Office 365, Microsoft Teams, Slack, Yammer and Workplace. This will ensure easy and convenient access to the recognition platform from these platforms that are used extensively by the employees in their day-to-day work.
The recognition platform should also support custom integration with other platforms such as the Intranet, Learning Management Systems (LMS). Project Management Systems (PMS), Customer Relationship Management Systems (CRMS), etc. to enable rewards and recognition to get triggered automatically based on events happening on these systems or publish recognition updates to these systems.
6. Built-in Intelligence
One of the key ways to make an employee recognition system truly effective is to ensure timely appreciation. As such, an intelligent notification system is a great feature to have for a good recognition platform. It should alert the managers, HR, and co-workers every time a positive action worthy of recognition has been performed and nudge them to use the platform to recognize the concerned employee.
Through these intelligent alerts and nudges, the system can ensure timely recognition and maximize the overall effectiveness of the program. This may require integration with other platforms that employees might be using for their everyday work.
7. Real-time Reporting and Analytics
A good employee recognition system should be able to provide real-time data and analytics to help the HR and management monitor the program continuously. The data can also be used to gain insights and take necessary actions from time to time to make the system more effective.
It should be possible to configure limits and thresholds for different metrics that can trigger alerts to the HR to take action. These timely alerts can the HR to make changes to the program on the fly.
8. Social Media Integration
Given the growing impact of social media in the lives of the employees, social media integration is almost a must-have feature for any good employee recognition platform. Employees should be able to share the rewards and recognition they have received from their organization on their social media profiles. Event the HR should be able to share these employee recognition updates on their company Facebook and LinkedIn pages.
Such social media sharing can provide social reinforcement and acknowledgement for the employees, enhancing their level of motivation. For the organization, it can be a good way to build a positive employer brand.
9. Speed of Implementation
Once the recognition platform is selected by the organization, it should be possible to implement it quickly. A robust implementation process ensures that the business requirements are captured, mapped and configured in the system quickly and accurately. This can be done through checklists, templates and project plans.
Availability of pre-configured industry solutions and APIs for integration with the HRMS and other systems can also accelerate the pace of implementation. In-depth domain expertise of the implementation team is also important to consider.
10. Post-implementation Support
Customer support after implementation of the recognition software is is critical to the success of the program. This needs to be at different levels.
Employees who are end users of the platform should be able to get help and support related to the use of the platform and any issues they are facing over live chat, email or call during regular business hours. Post business hours, end uses should be able to access resources like FAQs or knowledge based, interact with a bot or log service tickets to get a resolution for the issues they might be facing.
The HR and program should be able to receive support during and after business hours from an account manager who can help them to resolve urgent or escalated issues, handle important queries and manage change requests. The account manager should be able to provide or connect them with experts who could provide new ideas and best practices for enhancing the program.
Looking for these 10 key points in an employee recognition platform can help organizations to effective employee recognition programs that can drive long-term benefits in the form of enhanced employee productivity and retention.
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