A shiny gold ring with a sparkling clear stone does not necessarily mean it is pure gold with a top notch diamond. Only those with trained and discerning eyes and tools can appraise the ring's true quality.
Sometimes we do the same things with our recognition programs. It may look like we have an expensive and fancy program installed or being carried out. But if we don't appraise or measure the quality, the success of your recognition program will be lacklustre at best.
The WorldatWork 2008 Survey of the “Trends in Employee Recognition” asked members “What measurements for success do you use in your recognition programs?(www.wordlatwork.org)
Results revealed that the following methods were used along with their respective percentage of use:
43% Employee satisfaction surveys
36% We do not measure success of the programs
28% Number of nominations
26% Turnover
25% Usage rates and/or participation rates
15% Productivity
15% Customer surveys
8% Return on investment (ROI)
Employee satisfaction measure are so typcial and generally just ask the tried and true question of, "Do you feel appreciated for your contributions at work?"
That's like asking someone if the have a fever when they are feeling well. It is so broad it doesn't mean anything.
Scary is the reality that over one-third of respondents do not even measure their program effectiveness. No wonder C-suite leaders cut recognition budgets when there are no metrics or proof of results being garnered.
Again, nominations, usage, and participation rates are simply frequency of use of recognition programs or quantity indicators.
To really make your recognition programs shine you need to measure the quality and effectiveness of what you are doing.
Utilize technology to administer pulse-check surveys on effectiveness of the recognition experience after each recipient is recognized or awarded, survey the general employee-base to determine general indicators of effectiveness, and draw upon social networking methods to reach out for feedback and ways to improve.
Only by measuring and examining the effectiveness of your recognition programs and practices will you know if you have "real recognition" happening where you work.
Roy Saunderson is President of the Recognition Management Institute, a consulting and training company focused on "Real Recognition for Real Results."