Social Recognition helps Leaders motivate

This blog is about social recognition and why it can help boost employee engagement.

Social Recognition

As we’ve seen before, employee engagement systems of any kind have a built-in potential for failure if leaders believe those systems take over their entire job to motivate their employees. However, these solutions are on a rise for a reason. They do make the managers’ daily job of providing feedback and motivating employees a lot easier. Here are 4 areas where social recognition platforms are providing great value to both supervisors and employees:

  • Timeliness of feedback

Probably one of the factors with the biggest impact, feedback works best when it’s given instantaneously. Social recognition platforms make it really easy to give direct, immediate feedback on a specific task and thus maximize the effect on employees’ motivation. Some social recognition platforms do also have very advanced reminder services based on recently provided feedback to make sure that the continuous feedback loop doesn’t come to an immediate stop which would have a very negative effect.

  • Alignment to corporate culture

While it is not very hard for experienced managers to give positive, direct feedback also verbally, it can be challenging to align such feedback to the overall corporate culture especially if the corporate culture is yet to be built. Some social recognition platforms allow positive feedback to be aligned with corporate values and thus facilitate also the promotion of cultural values within the organization.

  • Transparent distribution

Feedback goes a long way when the recognition is made publicly within the organization but too often positive feedback is given behind closed doors in one-on-ones. Social recognition platforms democratize feedback on the one hand and make sure feedback is distributed transparently in the organization to maximize its impact on motivation.

  • Do never forget – always remember

Lastly, a big advantage of social recognition systems is the simple fact that task-specific feedback is well documented. Established yearly performance reviews can be backed up with data from the social recognition stream and thus make these performance reviews less awkward and strange. In fact, they make a lot more sense as the total feedback given and received throughout the year can be reviewed together.


Note by hrchitects.net – offer

Social Recognition Platforms are on the rise. But like many things, it’s difficult to appreciate something that you don’t know. So hrchitects.net asked Braavoo.com to give the readers of this blog the opportunity to discover and assess a social recognition platform. You can find the offer here.

4 Rules for Employee Engagement Solutions

This blog is about how feedback, supported by a system, can help boost engagement. 

Employee Engagement Systems

Employee engagement systems are on a rise. But still all relevant studies show low levels of overall employee engagement. It seems like people just don’t get it or are immune to all sorts of motivational triggers.
The truth is employee motivation is hard because it’s in essence strongly people related. Technological solutions can be really helpful for some aspects of motivation but the “human” part of motivation needs to be taken care of individually. All too often however, employee engagement systems are introduced with the belief that the problem is then solved automatically. The effect is tragic. Employee engagement doesn’t increase. Frustrated by the mess, organizations turn away from the system they just introduced and continue to accept low levels of engagement.

4 Rules

However, if managers and supervisors follow the following 4 key rules,  a feedback tool can in fact support the organization’s efforts to increase motivation and engagement.

  • Be specific

    It is rooted in our very human existence that feedback works best if it is very specific and to the point. It shows the receiving person that the feedback giver really does care. To maximize the effect on motivation, managers need to make sure to give very detailed, specific feedback.

  • Lead and encourage

    Especially in bigger organizations, feedback loops can be contagious – in a positive way. If supervisors or managers lead by giving the good example and give feedback often and encourage a feedback culture, others in the team will follow – a positive feedback culture is born.

  • Be honestly thankful

    People are sensitive and feel when a “thank you” or a “well done” is meant without meaning. This has even a negative effect on motivation. Instead, managers should be consistent to use such words wisely and in situations where they truthfully mean it. An honest “thank you” will have a very positive effect.

  • Be generous

    If something great happened, managers should recognize it every time. Balancing out feedback and measuring the value of one achievement towards another is something managers naturally try to do to avoid the inflationary effect of recognition. But this is not true for honest, specific, positive feedback. As long as managers follow the three points mentioned above, there won’t be an inflationary effect on the motivation for the feedback they give.

 

Feedback and Performance

If leaders incorporate these 4 points and really live by them (although it is sometimes very hard), they can already increase motivation by a lot. This happens even without technological support in form of e.g. a social recognition platform. And if they do have a solution in place, they will see a very positive boost in motivation among your employees after a short while. A social recognition platform is then able to really transport their motivating feedback in the fastest time to the recipients. These will surprise their managers with how much they want to contribute to the organization.