Any car owner will be familiar with regular MOT and service schedules. It’s this process that maintains the vehicle’s safety and performance and extends its lifespan and enjoyment.  

Do you apply the same rigour to your recognition strategy? 

With an established employee recognition programme, it’s quite easy to think it’s ticking along nicely, but does your offering still inspire and motivate your employees? Is it up to date with the latest culture, trends and developments? Are your objectives for the programme the same as they once were?  

Now, one thing we know is that change is constant. Expectations have grown and attention spans have become shorter. The demand for instant gratification has increased. Your employees access information on-demand and on-the-go and expect communication to be equally as fast and fluid. 

However, maintaining operational excellence requires balance. Any change or update to your employee recognition programme needs careful consideration. Are you making changes for change’s sake or for the better? It’s crucial to keep your programme fresh and engaging whilst at the same time not overwhelming or confusing. 

Whilst annual reviews have benefit, evaluation and feedback needs to take place continually.  

Feedback is the most powerful tool in your toolbox! 

Analytics are an invaluable source of information and, given focus and attention, an effective and important method of constant feedback. They improve transparency and provide real-time data and reporting of activity within your business. Analytics enable you to focus on the behaviour, not the person. They let you track activity and use data insights to monitor trends and patterns, make comparisons, and review benchmarks.  

Taking the time to analyse enables you to identify programme strengths and weaknesses. It helps to focus on areas for improvement, make small adjustments and tweaks, evaluating along the way to see their impact and readjust again where necessary.  

However, it’s easy to think we know how a programme is performing with insights such as analytics alone, but when contemplating larger programme updates and working with global audiences, the addition of feedback is highly powerful. Focus groups, surveys and polls play a vital role in truly understanding what’s going on beneath the surface and delving into the cause of the results.  

Gaining feedback can benefit your recognition programme ten-fold. Not only does feedback provide evidence and reason which can be evaluated and addressed to improve your recognition programme but considered in a timely manner it will also demonstrate to your audience that you’re actively listening and that their opinions are valued. Collaboration is key – challenge, rally and support your people and you’ll be struck by the results.   

Quantitative and qualitative research methods combined are a winning formula.  When evaluating, it’s crucial to ‘own the feedback’; this always provides you with an opportunity for growth. Feedback may be helpful information or constructive criticism. No matter which, use this to evaluate and prepare specific and realistic adjustments to improve current and future actions and behaviours in line with your company objectives. 

At BI WORLDWIDE, we introduce our research-based revolutionary strategies to continuously review and evaluate recognition programmes to maximise engagement and return on objectives.   

Immediately following launch, our programmes continue in ‘hypercare’ for a period of months where the account and implementation teams remain heavily involved to ensure no stone is left unturned and any growing pains are addressed. We also employ our 12 rules of engagement, creating an idiosyncratic fit between participants, programme and company. Through this, our programmes appeal at an individual level, highly motivate and invigorate the audience, and build confidence.  

Our team of in-house analysts produce real-time reports for constant review. We encourage global programme champions or spokespeople who act as ‘soldiers on the ground’, supporting the recognition programme and providing invaluable ad-hoc and formulated feedback regularly. Additionally, we survey and interview programme participants at different levels and regions to gain first-hand feedback from the ‘troops’. This, along with our own and academic research and benchmarking studies, ensures that all aspects of a recognition programme are constantly reviewed to remain successful, focus on the company’s goals, and exceed expectations. 

So, if you haven’t booked your programme in for a service, maybe now’s the time to get it scheduled?  

How we can help!

If you need to review your strategy but not sure where to start a conversation can help. If you’re looking for an effective reward and recognition solution that suits your employees and is in line with your business goals, we’d love to help!