It is important to provide a metric that measures how focused a company is in recognition. It encourages companies to recognize more than the favorite outgoing employees, and to find new people to recognize. The result is more recognition across the organization.
Recognized employees in last seven days / Total employees = RES
The metric is intentionally designed at the organization level to encourage collectivism. Companies need visibility that the work they do benefits the company. Most Western companies focus on the individual performance, where RES helps focus at a higher level. When others are recognized, employees can instantly see the RES go up. Thus, workers know their contributions help the whole organization, collectively.
The RES has four levels for engagement. They are simply separated by 0-25, 25-50, 50-75, and 75-100. Shown below is the color scheme.
Wayne Brockbank wrote on Harvard Business Review the necessity for HR to focus more on the organization rather than solely focusing on the individual. The Recognize team believes the same: a duality of both individualism and collectivism within the organization. Traditionally western companies focus on the individual and are blind to the benefits of collectivism. The following are ways Recognize employee recognition app showcases the organization.
Recognize promotes collectivism in two ways: Employee Engagement Score (RES) and teams functionality.
Recognition Engagement Score (RES)
The RES is the measure of how many employees are recognized in the past week compared to how many total employees are in the organization. It is a metric dedicated not to the individual performance, but to the organization. It shows the degree to which the organization is focused on recognition.
Recognition Engagement Score
Recognize also encourages what we call collective gamification through the team leaderboard. Every recognition is tied to a point value in Recognize. At the end of each month the team with the most collective points is celebrated and the points reset for the next month. Teams now can work together to reach the most recognitions.
The Recognize team fully agrees with Wayne Brockbank cry for western organizations to begin thinking at the collective-level of the company to understand that the group is stronger than the sum of its individuals.
“The whole is greater than the sum of its parts.”
Recognize Points are unlike any other recognition program. Our competitors have companies pay for points to be given out to staff. The status quo in employee recognition is to then have the staff get stuff with the points. With that comes red tape surrounding recognition. Furthermore, monetary rewards often hinder performance (1). We believe recognition should be light and fun. That means points should symbolize friendly competition between teams as well as show progression in positive events. Recognize stands out, because no other program provides this strategy.
Recognize Points give staff a chance to be the best every month
Recognize employee recognition platform engages staff by focusing on motivating beyond cash incentives. We learned from our customers that they were looking for a sense of journey, or a way to feel accomplishment each month. To help achieve this, we created the Recognize Points.
The stats page is focused on the user
The stats page will show the current user no matter where they are in the leaderboard. Users can focus on winning to the next spot. Now that points reset, staff members always have a chance to rise up.
Recognize continues to be the best at helping companies find ways to intrinsically motivate their workforce.
Only 13% of the world’s workforce is engaged (1), leading to billions of dollars lost in potential productivity. To fix this, Dan Pink identified purpose as one of the three most important drivers towards engagement (2). Recognize has an innovative strategy to help staff feel they have purpose in the organization. We call this strategy Collective Gamification.
Increase levels together through Collective Gamification
Workers don’t realize their influence in companies, because they lack tools to visualize the difference they make. To provide insight, Recognize is building strategy to show workers their influence in the organization. Imagine a gauge that represents a company’s Recognition Engagement Score (RES), or how much recognition is engaging staff in an organization. When a worker sends a recognition, this gauge’s needle moves to the right- providing instant feedback to the user they are influencing the greater good. Another use of Collective Gamification is collective levels. When a user sends a recognition they influence the leveling-up of their team, department, or company. Staff work together to increase their team’s level. The result is more togetherness and teamwork.
It isn’t about me anymore, it is about us
Employee recognition must go both ways to truly work in an organization. A worker receives recognition, giving them a sense of connectedness with the company (3). A worker sends a recognition, and sees immediate collective benefit. If staff realize this potential through collective gamification, only good will follow for the organization.
2. Dan Pink on motivation: