It’s a funny time to be in HR. On the one hand, it’s super exciting to live and work in a time when employee recognition platforms are an actual thing, dial-up internet has all but gone the way of the dinosaur, and no-one’s bottoms are being pinched ‘affectionately’ in meetings.
On the other hand, there are so many new tech solutions to consider that it can make your head spin. You’ve all but rolled out one awesome new HR tool, when a new one arrives on the scene with a fresh set of bells and whistles. Obviously, it’s great to have options, but at a certain point it can become a bit much.
As any 90s kid in South Africa who spent a serious amount of time in Sweets From Heaven can tell you, there is 100% such a thing as too much choice.
To make things a little simpler, we’re going to help you narrow down your options a bit in the year to come.
Here are 5 questions you should ask yourself when you consider the pros and cons of an employee recognition platform:
1. Will I be able to prove the business case to C-suite?
Look out for a product that is supported by a team of passionate employee engagement specialists. Selling your company’s decision makers on an employee recognition platform can be tough, especially when the economy is looking rather dismal. This is when you need a really great product, as well as the support of a group of people who are ready to help you make the business case to the powers that be.
The provider with whom you choose to partner should be able to tailor a presentation that speaks to your company’s employee recognition and reward needs in particular, and offer a free trial so there is scope to try the platform before you set up a meeting. They should make you feel comfortable and secure in the knowledge that you are taking a great product into your HR tech meeting.
Read more: Digital employee recognition has never been easier than with bountiXP
2. Is it adaptable to our company’s unique set of challenges?
SaaS-based employee engagement solutions have come a long way, which means you no longer have to settle for a system that is set in stone and hard to adapt to your needs. You deserve better than that. Always, always opt for a platform that is nimble enough to work the way you work and slot into your existing HR ecosystem without causing a lot of headaches.
The short of the long is that a clunky, outdated system is not going to do the trick. When a recognition platform is so difficult and cumbersome to use that it becomes a slightly irritating item on a very long to-do list, it is not going to be used effectively and you will spend a lot of time running around reminding people to engage with it. Not ayoba.
Furthermore, the system you choose should also be responsive so employees have the option of tapping into it from their preferred device – whether that be desktop or tablet. Multigenerational workforces require solutions that speak to a variety of tech requirements. Millennials and Gen Z may prefer to do everything via smartphone, but there are still Gen X and Gen Y members in the mix who’d like to stick to their PCs.
3. Will my employees enjoy using it?
When an employee recognition platform is fun to use you can look forward to great engagement rates. This is where gamification comes in. Using motivational nudges, performance triggers and feedback loops, a gamification application draws players into a world of self-discovery. The effect is deeper engagement and measurable behaviour change.
4. Does it align strategy and culture?
The key to getting a greater return from people is to engage and motivate them more effectively. Combining the power of goal-based and values-based recognition aligns strategy and culture for business success, because success comes down to people.
Ideally, you want a platform that focuses on people’s productivity by linking employees’ actions with organisational goals and values for dual-purpose recognition. Each message of recognition created on the platform should require the employee to link it with a relevant strategic business goal or organisational value.
When these messages of recognition and appreciation for a job well done then appear on the platform’s newsfeed, it will draw people’s attention to the actions and behaviours that support the organisation’s strategy.
Read more: Why you need bountiXP for a more aligned organisational culture
5. Will you be able to measure success?
Look out for a platform that moves beyond the analysis of employee recognition and engagement data to supply behaviour analytics that provide deep workforce insight. From gaining a better understanding of which talent dimensions drive performance to analysing the behaviour of high-performing teams, these deep-dive analytics should help your organisation to make better talent management decisions that pave the way for optimal performance and exceptional business results.
Keeping these five important things in mind when you invest in an employee recognition platform will ensure that you enjoy maximum ROI. Check back soon for more valuable insight into the exciting world of HR technology.
In the meantime, remember to subscribe to our YouTube channel – we have some great videos on there that make it extra easy to create an employee recognition blueprint for your unique enterprise.