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The Smartest Way to Measure Engagement in Your Recognition Program

May 14, 2015

Written by: Tim Houlihan
(View Author Bio)


RPM measures key recognition program metrics that identify areas of strength and areas needing improvement. RPM also offers insights into each department’s specific recognition activities to better understand the functional workings of the team within the company.

Most employees participating in your recognition program have no idea what an acceptable level of performance is – should they be sending three recognitions per month or three recognitions per day? Most managers don’t have at-a-glance access to relevant, meaningful team participation activity and program owners don’t have the ability to establish participation objectives, easily monitor outcomes or compare results against industry benchmarks and best practices.

With RPM, now they do.
RPM stands for Recognition Participation Metrics; this is a key feature of G5, the world’s leading employee recognition system by BI WORLDWIDE. The metrics in RPM allow you to quickly and easily evaluate participation and engagement in your program at the individual, team and program level. RPM is a smarter way to measure program engagement, beyond just focusing on who receives the most recognition. 

While these metrics are not a proxy for an individual or team’s job performance (nor are they intended to be used in lieu of a formal performance review), they do provide insights that quickly sum up your program’s performance.

What does RPM include?
RPM creates a line-of-sight to five key metrics that measure “active participation,” all tracked through your recognition program website and mobile usage. As a participant in the program, RPM identifies your individual performance and offers a “Participation Score” calculated by applying BIW’s proprietary algorithm to your personal data. As a manager, RPM displays how your team is doing both individually and collectively, applying the same algorithm to your team’scombined data.
The Metrics
Total Recognitions Sent. This metric sums the number of recognition messages sent by an individual in G5 during a selected period of time. A manager will see each individual’s contributions as well as the aggregate contributions of the team. A manager will also see his or her team’s contributions in relationship to a target, or suggested level of participation, that is relevant to that department, team or work group.

For instance, a manager in the accounting department might have a different target for recognitions sent than a manager of a more customer-facing group. In Total Recognitions Received. The same attributes are true for recognitions
received: individual participants see their personal scores on the dashboard and managers see their team’s recognitions received at both the individual and team
levels. The recognitions received will be compared to a relevant target as well.
People I Have (The Team Has) Recognized.
This metric helps identify who I am recognizing, or as a manager, who my team is

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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.