Monthly Archives: June 2017

The State of People Analytics Infographic

People analytics graphic

9% of companies use predictive analytics or big data to analyze people trends

Sierra-Cedar 2014-12015 HR Systems Survey


3 types of analytics

DESCRIPTIVE PREDICTIVE PRESCRIPTIVE


192% increase in HR reporting employee engagement being very important between 2014-2015

Global Human Capital Trends 2015: Leading in the New World of Work


60% of HR and business leaders do not have an adequate program to measure or improve employee engagement.

Global Human Capital Trends 2015: Leading in the New World of Work


12% of HR and business leaders have a program to define and build company culture.

Global Human Capital Trends 2015: Leading in the New World of Work


7% of HR rate themselves as excellent at measuring, driving, and improving employee engagement and retention.

Global Human Capital Trends 2015: Leading in the New World of Work


75% cited talent analytics as an important issue, while
8% believe they are strong in this area.

Radical Group, April 2010


60-70% of company expenses are human capital costs

Jeff Higgins and Grant Cooperstein, Managing an Organization’s Biggest Cost: The Workforce


20% drop in employee engagement in first six months on job.

https://training.sirota.com/Springboard_introduction/

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5 Critical Areas for IT Adoption of Employee Recognition

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Travel Trip Map Direction Exploration Planning Concept

You’ve decided that your company deserves a modern recognition program. You’ve received buy-in from your executive leadership. The last hurdle to pass is approval from IT.

Based on the seven key areas of enterprise SaaS cloud providers (http://cloudstrategies.biz/requirements-for-building-enterprise-saas-applications/), here are five areas specific to employee recognition and employee rewards software that every organization should cover to clear IT approval.

1. User Authentication for Employee Recognition Programs

How will your users log into the recognition program? Will you burden your IT team or help desk with support queries for misplaced passwords? Instead, use a recognition program that does not require or store usernames or passwords. Instead they delegate to the industry standard OAuth or Single-Sign-On protocols.

2. User Provisioning

How will users be added into the recognition program? Users should be preloaded into the system so as users activate their account they can see their colleagues. Manual entry is not scalable for large organizations and even spreadsheet imports can be tedious and error prone. A modern employee recognition program should be able to sync with your user directory in the cloud, such as with Yammer, Microsoft, or your HRIS software. SCIM is the industry standard protocol for user provisioning that is supported by Microsoft Azure, Facebook, and Slack.

3. Employee Recognition Notifications and Email Deliverability

Modern employee recognition programs should utilize several channels to notify and engage users of their recognitions. Often, email is a tricky channel due to spam and phishing filters. We recommend utilizing a program that supports desktop and mobile push notifications. As a last resort, email deliverability can be addressed by ensuring email is delivered by a fixed pool of IP addresses that can be whitelisted by IT.

4. Data Privacy and Security of the Employee Recognition and Rewards Data

Depending on your industry, the sensitivity of the data sent in your recognition program may vary. Make sure your recognition software has strict privacy rules and follows industry standards such as ISO27001, SOC2, or HIPAA compliance. Also look for 3rd party vulnerability testing.

5. Integrations

Recognition programs are their best when they are top of mind which means being close to where work is getting done. Integrations into existing software toolchains are critical non-only for the success of the recognition program, but for making life easier on IT.

Learn more about how Recognize addresses each of these areas here: https://recognizeapp.com/resources

16 Must-Answer Employee Engagement Questions for Your Staff

A pink pattern

When was the last time you or your HR initiated an employee engagement survey at your company? In Recognize, we provide a way to ask these questions when you start the program and six months later.

Employee Engagement Survey Statements

The following statements are answered on a 1 to 5 scale, 1 being most disagree and 5 being most agree.

  1. I feel connected to my employer.
  2. I feel encouraged to come up with new and better ways of doing things.
  3. My work gives me a feeling of personal accomplishment.
  4. Supervisors encourage me to be my best.
  5. I am rewarded for the quality of my efforts.
  6. I am valued by my supervisor.
  7. Overall, I am satisfied with my job.
  8. Overall, I am productive in getting the job done.
  9. The company clearly communicates its goals and strategies to me.
  10. I have a clear path for career advancement.
  11. My job requirements are clear.

Additional Employee Engagement Questions

  1. How long have you worked at your company? (Less than 3 months, Less than 6 months, 6 months – 1 year, 1-3 years, 3-5 years, More than 5 years)
  2. Do you feel that employees are recognized as individuals? (Yes, No)
  3. How motivated are you to see the company succeed? (Very motivated, Somewhat motivated, Not very motivated, Not at all motivated, Not sure)
  4. Would you advise a friend to apply for a job at your company? (Yes, No)
  5. Overall, how satisfied are you with your position at your company? (Very Dissatisfied, Dissatisfied, Neutral, Satisfied, Very Satisfied)