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What Your Social Strategy Means For Employee Recognition

Oct 30, 2014

Written by: Tim Houlihan
(View Author Bio)

Should you connect your employee recognition system to social media? BI WORLDWIDE experts weigh in on this topic. 

Social Media and Employee Engagement 

For some people, Facebook is dead. It’s easy to associate this sentiment with the curmudgeonly, the security conscious and the Internet wary. However, the most recent demographic to join the pack is also the most unlikely: Millennials.

Many companies want to stay current with technology trends. Some even want to push the bleeding edge of app and device usage. However, connecting the company’s recognition programs to social media is a sinking ship. It’s natural to be drawn to the concept since social media is popular among so many. There are billions of Facebook and Twitter users to testify to that.

Social Media vs. Social Science

It’s important to note that connecting to social media is different from taking
advantage of well-applied social science. Connecting social media (Facebook,
Twitter, etc.) to your recognition program should be avoided; however, applying
social science to your recognition program can help boost engagement. In and
of itself, social media isn’t bad; it just doesn’t enhance the effectiveness of your
recognition program. On the other hand, a social component to recognition is
proven to enhance results.

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Tim Houlihan at BI WORLDWIDE

Tim Houlihan

Vice President
Reward Systems Group

For more than 25 years, Tim Houlihan has indulged his curiosities of human behavior in the workplace. He passionately pursues answers to questions such as “Why do some people work harder than others?” and “Why do some people set and achieve goals?” and acknowledges that behavioral economics holds excellent explanations for some of these mysteries. As the Vice President of Reward Systems at BIW, Tim is responsible for leading the development of innovative reward systems. He partners with academic colleagues from leading universities around the world and he is actively engaged with leaders in Fortune 1000 companies to develop solutions for the human side of business problems.