Workhuman

“Once a year you may have a performance review, but on a daily basis, what are you going to do to reinforce those values?”

““ Employees getting at least four awards had astronomically lower voluntary turnover rates. We also found that, if our new hires received recognition within their first six months, they were 3x less likely to quit. ””

“I would put Workhuman clearly, far and away the number one partner, vendor, that we work with.”

“Working with Workhuman has been fantastic, in short.”

“At Workhuman Live I found exactly what I was looking for – technology to connect our employees and managers in a more meaningful way.”

“Recognition is important to our people and culture. Traditional annual bonus programs are a one-time shot in the arm and key contributions are often forgotten by the time we get to the annual performance review.”

“That builds a positive energy in the organization, which you just don’t get with the infrequent cash awards,”

“We don’t have any training materials on how to use INSPIRE,” says Watson. “The system is extremely intuitive. It takes two minutes to recognize somebody.”

“At EmblemHealth, recognition is key to our company culture. Our employee recognition program, BRAVO!, is a testament to our commitment to ensuring employees feel valued for their contributions, feel inspired to succeed, and live out the values of our organization.”

“When Workhuman came on board, we were able to harmonize our program and allow all employees to recognize any level of the organization.”

““ Recognition can be an invaluable source of motivation and subsequently inspire people to do their best work. ””

““Making people feel they belong at LinkedIn and recognizing their contributions is core to that culture. Our use of the Bravo tool, as powered by Workhuman, helps power that recognition.””

““The strength of our culture helps us retain great employees in a tight job market,””

““What I love about this research is it shows the repetition of praise within the program is what matters – the continual bringing it back to the forefront. This means we need to activate champions at every level of our organization to be those praise providers,””

““We’re seeing these results because it’s about the sentiment of gratitude, not a large monetary value. Recognition is this source of motivation that inspires people to do their best work,””

““If employees received three or more awards, 54% of those employees improved their performance rating year over year,””

““The LinkedIn data shows not only the ripple effect that occurs in terms of performance, but the actual creation of praise recipients into praise providers. People are becoming happier and more engaged, and they’re part of the process of making other people more positive and engaged,””

““Everyone from the most junior person to the most senior person can give and receive awards. It’s great because it takes it out of the standard construct. We don’t give Bravo! awards because of an annual review. We believe recognition should flow freely throughout the year ,””

““New hires are a place where we’re making a significant investment. Anything we can do that helps tip them toward staying is wonderful,””

““We’re in a period of superfast growth. It’s been a bit of a wild ride, with some volatility. We wanted a program that could drive stability and emphasize our culture and values,””

““Recognition is an important piece of our total rewards package and a key lever for retaining our top talent,” says Sweda.”

““We needed a partner that would help us provide a consistent, global recognition experience, shape our culture and demonstrate the ROI of our recognition program,” says Jennifer Sweda, former compensation manager at Eaton. “We were looking for a partner that invested in thought leadership, technology and would push us to stay current.””

““E-STAR is a powerful way for us to acknowledge employees who are supporting our brand promise and demonstrating behaviors aligned to our leadership attributes,” says Sweda. “E-STAR is really embedded into the culture of the organization.””

“Our big key to success was getting executive sponsor buy-in early in the process. As we were designing our new program, we included stakeholders from across the organization for their input.”

“E-STAR is a powerful way for us to acknowledge employees who are supporting our brand promise and demonstrating behaviors aligned to our leadership attributes.”