How to know if you’re ready for a new R&R Program?
Our last blog outlined the three reasons why companies are moving to a centralized recognition and reward program. As a HR professional, you get the benefits and hopefully your C-suite does too. Now, before jumping into a program, it’s important to gauge whether your organization is ready for change.
Here are 3 factors to consider:
1. What’s the temperature on the ground floor?
That is, don’t launch a new R&R program if there are underlying issues that are creating a hostile environment. Example: It’s not a good time to roll out a recognition program during an industrial dispute or if layoffs are impending as the program will be viewed suspiciously and therefore unlikely to be well-received.
2. Are your R&R programs being viewed as gravy or the main course?
It’s important for your organization to have a competitive compensation structure before making a significant investment in a recognition program. Otherwise employees won’t believe the program is designed in their best interest. Good R&R programs support your compensation structure and take it to the next level.
Also, consider how elements of your current pay-for-performance practices may be affected by the new R&R investments.
3. Make sure you have buy-in for your Core Values
You know this stuff is not fluff but it’s sometimes hard to create buy-in up and down the ladder. The most successful companies live and breathe their core values. These core values are reinforced in a well-designed R&R program.
Leaders and employees need to know what the company expects of them and what it stands for. Only then will rewarding for “going the extra mile” be sustainable and create the culture designed in your strategy.
Download Gartner’s 2017 Recognition and Rewards Software: What You Need to Know for best practices, considerations and pitfalls to avoid when selecting a new R&R vendor.