SHRM Survey Findings Employee Recognition Programs In collaboration

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SHRM Survey Findings: Employee Recognition Programs In collaboration with and commissioned by Globoforce June

SHRM Survey Findings: Employee Recognition Programs In collaboration with and commissioned by Globoforce June 23, 2011

Key findings Ø What are the most important workforce management challenges organizations are currently

Key findings Ø What are the most important workforce management challenges organizations are currently facing? For more than three-quarters of organizations, different generations of employees (85%) and multiple cultures in the workplace (84%) are important (“important” and “very important”) workforce challenges. Ø What are the key HR challenges organizations expect to face in the next three to five years? Nearly all organizations indicated that employee engagement, employee retention and employee recruitment are the challenges their organizations will be facing in the future. Ø How many organizations currently have an employee recognition program? Eight out of 10 organizations currently have an employee recognition program. Ø What are the most common reasons that organizations recognize employees? The most frequently reported reason was recognizing employees for their years of service (58% of responding organizations reported having this practice). Nearly one-half (48%) indicated that “going above and beyond with an unexpected (not regular) work project” was also commonly recognized, and 43% reported recognizing employees for a “successful performance result related to the organizational financial bottom line. ” Ø Are employee recognition programs challenging to measure? Few organizations (13%) measure the ROI of these programs. Of those that do measure the ROI, the majority of respondents (68%) agree that measuring the effectiveness of their employee recognition programs is challenging and another 9% strongly agree. Less than one-quarter (23%) of respondents disagree that measuring an employee recognition program is challenging. SHRM/Globoforce Employee Recognition Tracker Survey: Employee Recognition Programs ©SHRM 2011 2

Talent Management SHRM/Globoforce Employee Recognition Tracker Survey: Employee Recognition Programs ©SHRM 2011 3

Talent Management SHRM/Globoforce Employee Recognition Tracker Survey: Employee Recognition Programs ©SHRM 2011 3

Do you think that at your organization: Percentage organizational charts are an accurate indicator

Do you think that at your organization: Percentage organizational charts are an accurate indicator of your organization’s leaders and influencers? annual performance reviews are an accurate appraisal for employees’ work? employees are rewarded according to their job performance? managers or supervisors effectively acknowledge and appreciate employees? employees are satisfied with the level of recognition they receive for doing a good job at work? 71% (n = 491) 61% (n = 435) 56% (n = 406) 46% (n = 331) 31% (n = 223) Note: Analysis excludes “not sure” response. Percentages above reflect respondents who answered “yes” to the question. SHRM/Globoforce Employee Recognition Tracker Survey: Employee Recognition Programs ©SHRM 2011 4

 Of the following options, which do you think is the most accurate appraisal

Of the following options, which do you think is the most accurate appraisal of employee performance? n = 726 SHRM/Globoforce Employee Recognition Tracker Survey: Employee Recognition Programs ©SHRM 2011 5

The importance of workforce management challenges that organizations are currently facing: Very Important Unimportant

The importance of workforce management challenges that organizations are currently facing: Very Important Unimportant Very Unimportant Multiple cultures in the workforce 35% 49% 15% 1% Different generations among employees 34% 51% 13% 1% Global diversity of today’s companies 24% 38% 29% 9% Harnessing the power of social networking technologies 21% 51% 24% 4% n = 742 SHRM/Globoforce Employee Recognition Tracker Survey: Employee Recognition Programs ©SHRM 2011 6

The importance of workforce management challenges that organizations are currently facing: Comparisons by organization

The importance of workforce management challenges that organizations are currently facing: Comparisons by organization staff size: Compared with smaller organizations (2, 499 employees or fewer), larger organizations (2, 500 or more employees) view global diversity of today’s companies as more a important workforce management challenge. 1 -99 employees = 21% 100 -499 employees = 25% 500 -2, 499 employees = 15% 2, 500 -24, 999 employees = 27% 25, 000 and above = 41% Larger organizations > smaller organizations Comparisons by organization sector: Government agencies are more likely to view multiple cultures in the workplace as an important workforce management challenge compared with how publicly and privately owned for-profit organizations and nonprofit organizations view this challenge. Government = 49% Publicly owned for-profit = 35% Privately owned for-profit = 30% Nonprofit = 38% Government > publicly and privately owned for-profit organizations and nonprofit organizations Publicly owned for-profit organizations, privately owned for-profit organizations, and government agencies are more likely to view global diversity of today’s companies as an important workforce management challenge compared with nonprofit organizations. Publicly owned for-profit = 30% Privately owned for-profit = 21% Government = 20% Nonprofit = 10% Publicly owned for-profit organizations, privately owned for-profit organizations, and government agencies > nonprofit organizations SHRM/Globoforce Employee Recognition Tracker Survey: Employee Recognition Programs ©SHRM 2011 7

HR challenges organizations anticipate facing in the next three to five years: Very Important

HR challenges organizations anticipate facing in the next three to five years: Very Important Unimportant Very Unimportant Employee engagement 69% 30% 1% 0% Employee retention 63% 32% 4% 1% Employee recruitment 53% 43% 3% 0% Culture management (i. e. , managing your organization’s corporate culture) 51% 45% 4% 0% Note: n = 742. Total may not equal 100% due to rounding SHRM/Globoforce Employee Recognition Tracker Survey: Employee Recognition Programs ©SHRM 2011 8

 Methods organizations use to track employee engagement levels: Note: n = 637. Includes

Methods organizations use to track employee engagement levels: Note: n = 637. Includes only organizations that indicated they track employee engagement levels. Total does not equal 100% due to multiple response options. SHRM/Globoforce Employee Recognition Tracker Survey: Employee Recognition Programs ©SHRM 2011 9

Employee Recognition Programs SHRM/Globoforce Employee Recognition Tracker Survey: Employee Recognition Programs ©SHRM 2011 10

Employee Recognition Programs SHRM/Globoforce Employee Recognition Tracker Survey: Employee Recognition Programs ©SHRM 2011 10

Does your organization have an employee recognition program? n = 698 SHRM/Globoforce Employee Recognition

Does your organization have an employee recognition program? n = 698 SHRM/Globoforce Employee Recognition Tracker Survey: Employee Recognition Programs ©SHRM 2011 11

The Most Common Reasons Organizations Recognize Employees Note: n = 549. Includes only organizations

The Most Common Reasons Organizations Recognize Employees Note: n = 549. Includes only organizations that have an employee recognition program in place. Total does not equal 100% due to multiple response options. SHRM/Globoforce Employee Recognition Tracker Survey: Employee Recognition Programs ©SHRM 2011 12

How do organizations track employee recognition programs? Note: n = 423. Analysis excludes “not

How do organizations track employee recognition programs? Note: n = 423. Analysis excludes “not applicable” responses. Total does not equal 100% due to multiple response options. SHRM/Globoforce Employee Recognition Tracker Survey: Employee Recognition Programs ©SHRM 2011 13

Is your CEO/president involved in your employee recognition program? Note: n = 552. Total

Is your CEO/president involved in your employee recognition program? Note: n = 552. Total does not equal 100% due to rounding. SHRM/Globoforce Employee Recognition Tracker Survey: Employee Recognition Programs ©SHRM 2011 14

Does the budget for employee recognition programs come out of the HR budget, the

Does the budget for employee recognition programs come out of the HR budget, the individual department/business unit budget or from both budgets? Note: n = 547. Total does not equal 100% due to rounding. SHRM/Globoforce Employee Recognition Tracker Survey: Employee Recognition Programs ©SHRM 2011 15

Which area in HR is responsible for employee recognition at your organization? HR Functional

Which area in HR is responsible for employee recognition at your organization? HR Functional Area Percentage General HR function 59% Rewards and recognition 14% Compensation and benefits 13% Performance management 4% Learning and development 3% Other 8% Note: n = 552. Total does not equal 100% due to rounding. SHRM/Globoforce Employee Recognition Tracker Survey: Employee Recognition Programs ©SHRM 2011 16

Does your organization track the ROI of your employee recognition program? Note: n =

Does your organization track the ROI of your employee recognition program? Note: n = 419. Analysis excludes “not sure” responses. SHRM/Globoforce Employee Recognition Tracker Survey: Employee Recognition Programs ©SHRM 2011 17

Percentage of organizations that track the ROI of their employee recognition program Comparisons by

Percentage of organizations that track the ROI of their employee recognition program Comparisons by organization staff size: Larger organizations (2, 500 employees and more) are more likely to track the ROI of their employee recognition programs compared with smaller organizations (2, 499 employees and fewer). 1 -99 employees = 10% 100 -499 employees = 6% 500 -2, 499 employees = 7% 2, 500 -24, 999 employees = 19% 25, 000 and above = 21% Larger organizations > smaller organizations Comparisons by organization sector: Publicly owned for-profit organizations are more likely to track the ROI of their employee recognition programs compared with privately owned for-profit and nonprofit organizations. Publicly owned for-profit = 22% Privately owned for-profit = 10% Nonprofit = 7% Publicly owned for-profit organization > privately owned for-profit organization, nonprofit organization SHRM/Globoforce Employee Recognition Tracker Survey: Employee Recognition Programs ©SHRM 2011 18

The effectiveness of employee recognition programs is challenging to measure Note: n = 53.

The effectiveness of employee recognition programs is challenging to measure Note: n = 53. Includes only the respondents who indicated they track the ROI of their employee recognition programs. Survey included a “strongly disagree” response option, but this option was not selected by any respondents. SHRM/Globoforce Employee Recognition Tracker Survey: Employee Recognition Programs ©SHRM 2011 19

Common challenges organizations experience in tracking the ROI of employee recognition programs Percentage Metrics

Common challenges organizations experience in tracking the ROI of employee recognition programs Percentage Metrics of success keep changing, making it impossible to consistently report on ROI The recognition program cannot be linked with our talent management or performance management systems, giving us no insight into how recognition affects key metrics such as performance improvement or retention The recognition program is not designed to deliver improvement in metrics that our executive leadership (CEO/CFO/COO/CHRO, etc. ) finds valuable The recognition program only rewards the ultimate results, but does not take into consideration how those results are achieved (e. g. , in line with company values) Only segments of employees are eligible to participate in employee recognition programs (e. g. , top performers, select job levels) Don’t know what metrics we should be measuring to prove ROI 32% 22% 20% 15% Note: n = 41. Includes only the respondents who indicated they track the ROI of their employee recognition programs. Total does not equal 100% due to multiple response options. SHRM/Globoforce Employee Recognition Tracker Survey: Employee Recognition Programs ©SHRM 2011 20

Demographics SHRM/Globoforce Employee Recognition Tracker Survey: Employee Recognition Programs ©SHRM 2011 21

Demographics SHRM/Globoforce Employee Recognition Tracker Survey: Employee Recognition Programs ©SHRM 2011 21

Demographics: Organization industry Manufacturing Health care and social assistance Other services except public Educational

Demographics: Organization industry Manufacturing Health care and social assistance Other services except public Educational services Professional, scientific and technical services Retail trade Finance and insurance Public administration Accommodation and food services (accommodation; food services and drinking places) Arts, entertainment and recreation Information Transportation and warehousing Construction Utilities Wholesale trade Administrative and support and waste management and remediation services Management of companies and enterprises Mining Real estate and rental and leasing Religious, grantmaking, civic, professional and similar organizations Repair and maintenance Agriculture, forestry, fishing and hunting Personal and laundry services Private households 20% 16% 9% 8% 8% 7% 6% 4% 4% 3% 2% 2% 1% 1% 0% 0% 0% n = 710 SHRM/Globoforce Employee Recognition Tracker Survey: Employee Recognition Programs ©SHRM 2011 22

Demographics: Organization sector n = 730 SHRM/Globoforce Employee Recognition Tracker Survey: Employee Recognition Programs

Demographics: Organization sector n = 730 SHRM/Globoforce Employee Recognition Tracker Survey: Employee Recognition Programs ©SHRM 2011 23

Demographics: Organization staff size n = 730 SHRM/Globoforce Employee Recognition Tracker Survey: Employee Recognition

Demographics: Organization staff size n = 730 SHRM/Globoforce Employee Recognition Tracker Survey: Employee Recognition Programs ©SHRM 2011 24

Demographics: Other Does your organization have U. S. -based operations (business units) only or

Demographics: Other Does your organization have U. S. -based operations (business units) only or does it operate multinationally? U. S. -based operations only 57% Multinational operations 43% n = 721 Is your organization a single-unit company or a multi-unit company? Single-unit company: A company in which the location and the company are one and the same 16% Multi-unit company: A company that has more than one location 84% n = 729 HR department/function for which you responded throughout this survey Corporate (companywide) 59% Business unit/division 20% Facility/location 21% n = 623 Are HR policies and practices determined by the multi-unit corporate headquarters, by each work location or both? Multi-unit headquarters determines HR policies and practices 44% Each work location determines HR policies and practices 2% A combination of both the work location and the multi-unit headquarters determine HR policies and practices 54% n = 623 SHRM/Globoforce Employee Recognition Tracker Survey: Employee Recognition Programs ©SHRM 2011 25

SHRM Survey Findings: Employee recognition programs In collaboration with and commissioned by Globoforce Methodology

SHRM Survey Findings: Employee recognition programs In collaboration with and commissioned by Globoforce Methodology Ø Response rate = 13% Ø Sample composed of 745 randomly selected HR professionals from SHRM’s membership who are employed at organizations with a staff size of 500 or more employees. Ø Margin of error is +/- 3% Ø Survey fielded May 17 -27, 2011 For more poll findings, visit www. shrm. org/surveys Follow us on Twitter: http: //twitter. com/SHRM_Research SHRM/Globoforce Employee Recognition Tracker Survey: Employee Recognition Programs ©SHRM 2011 26