6 Tips to Pick Employee Recognition Software That Fits Your Culture

employee recognition softwareI’m going to make a bold statement: If you’re not recognizing your employees, you’re failing them.

Employee recognition affects everything in a company – from the bottom line to the discretionary effort your employees are willing to put in—and recent research shows that “feeling valued” is one of the three critical areas having the strongest association with overall engagement).

However, our research has found that less than 1 percent of organizations actually perform best in that area. Say what?! In other words, organizations know they have to recognize their employees if they want an engaged workforce…but most organizations aren’t doing it well.


Download our research on Recognition in the Workplace: Secrets and Stats Revealed >>>


One of the solutions companies are turning to is recognition software. There are a plethora of programs out there claiming to be the best at employee recognition, but you’ll find that most don’t properly recognize employees, don’t increase engagement, and don’t fit your culture.


Here are six tips to finding recognition software that fits your culture:


1. Make sure it will integrate with your organization’s HRIS.


This one’s a no-brainer. If your organization is already using a system that stores all of your employees’ data, there’s no sense recreating the wheel. Make sure the employee recognition software you choose can easily integrate to make your life easier.


2. Find a system that’s built around core values.


And not just any core values – your core values. Your core values are what make you unique and separate you from your competition. Make sure your recognition program is customizable, so you can give and receive recognition tied to your core values. This will help bring your core values to life and cement them into your organization’s culture.


3. Ensure it’s fun.


Let’s face it. If it’s not fun to use, your employees aren’t going to buy in. Make sure the program you choose is fun for both the giver and the receiver of recognition. For example, can it include videos, gifs, or pictures? Is it colorful and fun to look at? Is there an option for a social recognition board that showcases all recognitions?


4. Keep it simple.


There are already way too many programs employees are required to log in each day. No one wants another program they “have” to log into. Make it easy, or employees won’t use it (no matter how fun it is). Bonus points if there’s a single sign-on option that works with your existing goal-setting and tracking program.


5. Capture important analytics.


Make sure the recognition program you choose provides your leaders with the insight and narrative they need to keep recognition a key component for both your engagement strategy and performance management program. Your recognition program should offer analytics on type of recognition, both given and received, plus reports to monitor and encourage user activity.


6. Separate recognition and rewards.


This is something we’re pretty religious about at Quantum Workplace: Don’t mix your rewards and recognition programs. The two may seem like a natural marriage at first. But as Dan Ariely said in his book Predictably Irrational, humans behave according to social norms until you mix in market forces—then they act according to market norms. Mixing rewards and recognition makes people act on market norms and generally pollutes the whole process. Not a great idea.

If you’re in the 1 percent of organizations performing best in employee recognition—great job! If you’re not, there are a plenty of programs out there to help you easily and effectively make employee recognition an ingrained part of your engagement strategy. Just make sure you find a recognition software that fits your culture, so you can truly make employees feel valued and increase engagement.



Want to see if Quantum Workplace’s Recognition software is the right fit for your culture? Click below to claim your free trial of our performance management tools.

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