What an exhilarating experience! I just wrapped up a panel discussion at the Achievers Recognition Next 2024 one-day deep-dive forum in Toronto. Immersive events can be exhausting, but not today. My mind is still spinning from all the energy in the room. Between the topic (The Future of Recognition), the roster of smart panelists, and the way the agenda flowed, this gathering hit a sweet spot for all of us who care about the human side of work.
You could feel the interest and ideas percolating. Everyone seemed ready to lean into the future of recognition. And we walked away with plenty of inspiration to continue moving in the right direction.
Over the years, I’ve been fortunate to collaborate multiple times with Achievers, brainstorming about useful, optimistic strategies that improve talent management. Recognition Next was no exception. Hannah Yardley (Chief People Officer at Achievers) and John Land (Partner at Mercer) brought their A-game to our lively, fast-paced, heartfelt conversation.
Clearly, this is a new era where people are looking for technology to enhance employer/employee relationships without limits. It was gratifying — and reassuring — to field audience questions about how we can be more inclusive, mindful, and effective with workforce recognition and rewards. Here are my top takeaways from the day:
10 Keys to The Future of Recognition
1. Above All, Make it Personal
There’s a powerful connection between personalized recognition and an employee’s alignment with organizational culture. Being seen, heard, and acknowledged as an individual fosters a strong sense of belonging. It says you’re valued as a contributor who is part of a larger mission — and that’s a powerful message.
An abundance of research rings true here. For example, according to Gallup, employees who receive regular, personalized recognition are 56% less likely to look for another job. And Deloitte says personalized employee recognition can increase engagement by up to 14%.
2. Start With Implementation
You can’t truly recognize someone for their individual contribution by falling back on a generic one-size-fits-all approach. Recognition programs that focus on celebrating and reinforcing individuals are far more effective.
This means personalization is essential. And it needs to begin with implementation — bringing strategy and tools together so all the elements work in concert. Luckily, digital technology gives us an opportunity to connect with individuals at scale. That’s the key. And these capabilities continue to improve by leaps and bounds.
3. The Future of Recognition Starts Now
Today is our starting point. After all, we can’t go back. Current technology enables us to move forward faster than ever. But to ensure that innovation takes us in the right direction, we need to know what matters.
These are the big questions to answer: What do we want recognition to look like? What do we know about employees’ current view of recognition? And how can those insights help us drive improvements?
4. Think of Recognition as a Core Function
No question, our definition of “work” is much different than it was three or four years ago. Here’s our new reality: flexible schedules, remote work options, and hybrid workplaces have completely altered the employee experience. Digital transformation makes these new ways of working far more accessible and viable. Not surprisingly, employees expect delivery of recognition and rewards to be just as sophisticated.
In my view, this grounds recognition as a core organizational function. There is just no way to tend to your work culture without including a solid recognition program.
5. All Employees Deserve to be Recognized
Over the past few years, people have been through the ringer, haven’t they? Recognition provides acknowledgment. It supports continued growth. And growth is a key dimension of forward-looking talent management.
Recognition is feedback. It’s a conversation. And it is appreciation. All of these work together to foster engagement and cohesion. And this addresses the need for belonging inside each of us.
6. Gen Z, like Millennials, Risk Being Misunderstood
Many organizations are trying to second-guess Gen Z. We saw something similar a generation ago, when HR began to consider the impact Millennials would have on the workforce. And as with Millennials, we need to acknowledge that Gen Z encompasses diverse perspectives, personalities, and aspirations.
In fact, individuality and the refusal to conform to predetermined labels are part of the Gen Z profile. So we can look for common denominators, yes. But then we should address unique characteristics by connecting recognition efforts to DEI and wellbeing.
7. The Future of Recognition is Not Rocket Science
Everyone wants to be recognized. So, don’t get lost in over-analyzing the possibilities. Simply getting started is a crucial first step. Begin there. Then, to ensure it is not just a mechanical gesture, aim for what turns recognition into a dynamic experience. Focus on frequency, a personal touch, and individual achievements and contributions.
Make it timely. (Yes, people expect that, perhaps more now than ever. Think about how fast today’s digital ecosystem works.) If you can, provide ways for peers to recognize peers. And deliver real, tangible rewards.
The solution is not that complicated. It isn’t even a matter of trying to get employees engaged. It’s actually much more basic. Ask yourself: What makes people happy? How can we align with that?
8. The Operational Home Base Must Be Digital
We’re all trying to deal with the shifting realities of work. For instance, we used to think hybrid and remote workplaces created a gulf between the “workplace” (company headquarters, for instance) and employees working from home. But the new normal transcends that gulf. Digital platforms are the connective tissue, as long as they include everyone, equally.
Here is one interesting risk of digital recognition tools — if you don’t deploy a robust platform, you may inadvertently leave out people who work onsite. Also, if you recognize in-person employees differently from those who are remote, you’re likely to capture incomplete, inaccurate data, and miss valuable metrics of overall effectiveness.
9. A Robust Platform Creates Leverage
A robust, integrated platform is far more powerful than disparate tools. You’ll want to recognize everyone — and monitor and track the program’s success — all within the same digital context.
Why is this so important? It makes a measurable impact. For instance, Deloitte research shows that the voluntary turnover rate is 31% lower at companies with recognition programs backed by a robust infrastructure. This statistic is particularly useful, because it is based on post-pandemic data from workplaces of all types. The point is clear: Don’t compartmentalize recognition. Universalize it.
10. Digital Spaces Foster Trust, For Better or Worse
We also talked at length about automation bias. In other words, people tend to trust data-driven automated systems more than manually managed systems. This is particularly true of digital natives. What are the implications for the future of recognition and work-related systems of all types?
Trust is good — especially when building employee engagement and wellbeing. But blind trust in any system can open the door to unwelcome consequences. So, although digital platforms are the answer, we can’t afford to lose sight of the fact that systems are only as effective as the people and processes behind them. I plan to dig deeper into this topic soon, so watch this space.
Remember: The Rate of Change is Accelerating
We also discussed the relentless pace of workplace change, and how some HR systems are able to adapt more easily. John Land made an excellent point: “Today is the slowest day of change we’re going to experience over the rest of our lives.” Let that sink in!
Also, I agree wholeheartedly with John’s observation that recognition and rewards can be far more agile than benefits and compensation. This means we can leverage recognition to motivate, engage, and demonstrate to employees that we see their efforts, their energy, and their impact.
Anytime we encounter people in the flow of work, we can let them know in that moment we appreciate what they’re doing. Each day presents unlimited opportunities to share that kind of genuine, person-to-person reinforcement. No matter what else may change, this kind of human validation will stand the test of time.
A Final Thought on The Future of Recognition
One more noteworthy point. Putting real data in front of people is important. Being transparent about the metrics and analysis we use matters. Panelists in other sessions discussed the need to help employees feel like they’re connected and contributing to a broader whole. Data transparency is one of the most compelling ways to confirm that people are, in fact, making a difference.
Data aside, I can tell you it was an uplifting, memorable gathering that blended the power of human connection and shared professional experiences with actionable insights. I’m coming home inspired and reminded of why we do what we do. I know others are too. And I think all of us are looking forward to the future of recognition.
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