If you’re in the HR space, you’ll know that employee recognition software is currently the belle of the ball. Much like that year when marine-turned-actor Adam Driver was in like every second movie and series, having a lot of a good thing is nice (very nice, in fact), but it can also make it a little tough to pick your favourites.
Fortunately, if you are currently considering your options when it comes to SaaS-based employee recognition software, there are a few effective ways in which you can narrow down your options.
Here are 9 questions to ask yourself when you work your way down the list of potential employee recognition and reward platforms you’ve drawn up:
1. How secure is it?
Your competitive advantage in the marketplace is tied directly to your business’ proprietary data. This is why you should always check if the platforms you’re considering have a security certificate that shows their commitment and investment in keeping their clients’ data secure at all times.
2. Is it compatible with my existing HR ecosystem?
Depending on the nature of your business, your existing HR ecosystem could already be a rather involved affair. As such, it’s best to look for a platform that is built for the digital workplace, which will transform traditional, hi-touch recognition and engagement programmes into high-impact digital experiences. Onboarding should also be easy and hassle-free.
For instance, first-time users should receive an email with login details. Once on the platform, they should then be steered through a quick, interactive tour of its features and functions. Within minutes their profile should be set up so they’re ready to engage, recognise and reward their colleagues.
Employees will also need 24/7 access to a self-help centre, which should feature useful training videos, ‘how to’ guides and FAQs. If they can log requests for support with a help centre consultant, all the better.
3. Will it provide me with insightful data?
Look out for a platform that combines in-depth programme knowledge with a data-driven approach to prove the connection between behaviour and business performance.
Ideally, you want the programme you ultimately choose to draw on hundreds of individual user data points in order to generate easy-to-interpret people analytics and talent data. If the data is displayed in dashboard visualisations that help to enhance programme effectiveness, and these value-adding insights are available in real-time, 24/7, all the better.
4. Can we afford it?
Naturally, affordability is key. Look out for a scalable solution that works on a per-employee price structure. This way you are able to scale up and down as your business expands and contracts without looking for a new provider every time your budget situation changes.
5. Will my employees have fun using it?
Programme uptake should be high on your list of priorities when you consider your employee recognition software options. One of the simplest ways to smooth the way for friction-free programme engagement is to choose a platform that incorporates gamification elements.
The best type of programme makes behaviour change fun by using motivational nudges, performance triggers and feedback loops, drawing users into a world of self-discovery. The effect is deeper engagement and measurable behaviour change in alignment with your company values.
6. Does it provide tie-ins with our company values?
You want to look out for a platform that focuses people’s productivity by linking employees’ actions with organisational goals and values.
When each message of recognition created on the platform is linked to a relevant strategic business goal or organisational value, you will continually draw people’s attention to the actions and behaviours that support the organisation’s strategy. This is the perfect way to put strategy into tangible action, and to align it with company culture for business success.
Read more: Why a vision, mission and values are important to engage employees
7. Will rewards be easy to redeem?
If you want your employees to use your platform regularly so your business can reap the benefits thereof, rewards should not be difficult to redeem.
The absolute ideal is a points system that integrates with the formal banking and payment system via redemption mechanisms like digital vouchers, and virtual cards. Employees should be able to redeem their points and transact on e-commerce sites, and in store using their smartphones or a physical card. Bonus points if they can check their points balance and transaction history at any time.
8. Will it allow my team to benefit from public praise?
For praise and recognition to be truly effective, it needs to be a public matter. After all, if an employee has done something that deserves praise, it should be shared with everyone around them. This way they get the recognition of their peers, and their peers are inspired to do the same. As such, the platform you use should put messages of recognition in the public eye.
9. Is there scope for social recognition?
Social recognition has been proven to be very effective at improving individual performance and boosting engagement levels. Choose a platform that allows for non-monetary recognition that activates the intrinsic motivators that are not linked to tangible rewards. Your team members want to feel that they belong and make a contribution to the whole, so make sure that the employee recognition software you select allows for this type of praise.
Bearing these 9 things in mind when you consider your options in terms of employee recognition software will allow you to choose the SaaS-based solution that suits your business requirements to a T. Check back soon for more expert insight into the world of future-proof HR.
In the meantime, check out our YouTube channel for short, snappy, yet thoroughly informative videos on everything from addressing common barriers to employee engagement, to creating a communication strategy that will lay the groundwork for optimal recognition programme uptake and rollout.