6 Recognition Myths Debunked


When we talk to HR leaders, we hear some common barriers or myths that stop companies from modernizing their approach to employee recognition. These myths can be especially frustrating for anyone who is passionate about bringing social recognition to their company. That’s why we’ve outlined the six most common myths below with tactics for combatting these myths in your organization.

Also embedded within this post is a new episode of WorkHuman Radio where we speak to Marcy Ricci, one of our solutions consultants, about the six recognition myths and how she’s worked with companies like yours to tackle similar challenges.

 

  1. “I don’t have time.” – Compared to many HR initiatives that can take years to execute, recognition is one of the fastest to implement. Most Globoforce recognition programs are strategized, designed, and launched in a matter of months – and no other program you invest in will deliver return as quickly as recognition. Plus, if you’re a Workday customer or going through a Workday implementation, you can easily integrate recognition into your Workday HCM solution.
  2. “I don’t have IT (information technology) resources.” – Required IT resources for launching social recognition are minimal. You’ll just need input from IT when deciding how your employees will access the system and managing the employee data that supports your program’s business rules. Learn more about HR and SaaS here.
  3. “I can’t afford it.” – You’re likely already spending budget on ad hoc, informal recognition – and it’s probably more than you think! We recommend you do a quick spot-check style audit to gauge spend in a few pockets of your business. Then it’s a matter of shifting that investment to recognition, which actually delivers return. Also, consider shaving a fraction off your annual bonus payouts to fund recognition. A nominal amount, like .25%, has no bearing on the integrity of your bonus program, but will deliver enormous returns in the form of culture improvement and positive employee experience.
  4. “A simple ‘thank you’ is enough.”Showing appreciation with a “thank you” to employees is a great start. But research shows that repeated “thank yous” alone aren’t enough to make an impact, change behavior, or motivate employees. Meaningful recognition with a monetary award has the greatest impact over time.
  5. “I don’t have the expertise to pull this off.” – No prior experience is required. In fact, most organizations today that embark on a social recognition initiative are doing so for the very first time. And most HR professionals who lead these projects tell us it’s the most fun and most important work of their career. Check out this Q&A with Claire Grey on Cisco’s recognition journey. And if you’re attending WorkHuman next month in Phoenix, you’ll hear firsthand from our customers on how they’ve found success.
  6. “I want to do this, but I don’t know where to start.”You can’t go it alone. Engage a partner like Globoforce with a proven track record of building and sustaining successful recognition programs. Seek a partner with a methodology to lead you every step of the way, through program strategy and design to implementing, launch, and growth.

Do these myths resonate with you? Are there any other barriers you’ve faced when it comes to modernizing recognition at your company? Please share in the comments and let us know! We’d love to hear from you.

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Sarah Payne Sarah Payne (155 Posts)

As Managing Editor, Sarah manages Globoforce's blog and writes content about making work more human for people and organizations worldwide. She has a BA in English and Writing from University of Rhode Island.