Employee Recognition Systems with STARS from ISDE

Transcription

1 Employee Recognition Systems with STARS from ISDE A simple thank-you costs nothing. A word of praise goes a long way. Recognition motivates people.

2 THE VITAL ROLE OF RECOGNITION Recognition of special effort makes people feel good about themselves, their work, colleagues and employers. In this mode, they are more likely to go the extra mile: the system becomes self-perpetuating. There is nothing new about the rationale behind motivation. Various methods have been used to help motivate people in the workplace to achieve goals, reach targets and generally enhance performance. The STARS process embraces and administers a new approach. The difference lies in the recognition of valuable behaviour, behaviour that organisations wish to encourage but which may not be immediately apparent. This encompasses a wider spectrum of softer traits, less visible, less easily defined, such as dealing with customers in a sensitive way, or evidence of working selflessly but effectively as a team member. FLEXIBILITY There are a number of factors to be considered in employee recognition, including: the type of behaviour the character of the person the nature of the business the culture of authority in the organisation whether it is a one-off or cumulative Individual or Team Recognition Whilst being aware that all individuals like to be appreciated for their own efforts, by managers and peers, many organisations like to stress the importance of team work and encourage the value of working together. STARS is able to deal with both team and individual recognition. It also offers something more responsive and accommodating than a traditional, rigid employee of the month concept. STARS has the flexibility to cope with these kinds of essential details according to the process an organisation wishes to adopt, maintain, or develop.

3 FUNCTION OF STARS SOFTWARE To implement such a worthwhile concept may seem daunting. How can people s efforts be acknowledged in a fair way? Who will decide on the type of recognition? How can all the intricacies involved be recorded and managed? The STARS system comprises three key functions: Submissions of Requests for Recognition A request to recognise an employee may be initiated by anyone - a peer or a manager. It is more likely to happen in a culture where recognition of a person s effort is openly and actively encouraged. This submission is the very first step. The request may be denied, for clearly its value would be debased if acceptance were automatic: the trigger that prompted the request may be judged as invalid, or be deemed as encouraging undesirable behaviours. If the request is accepted it proceeds through the appropriate process swiftly to ensure there is no delay. Timeliness is vital. Tracking and Monitoring Through the STARS system, nominations, assessments and further progress associated with employee recognition are tracked from start to finish, albeit the process is rarely a finite one. Both qualitative and quantitative records can be maintained - showing over a period of time the volume, frequency and type of requests for recognition relating to both nominees and nominators. With records well maintained, a history is built up relating to those receiving and submitting requests, also identifying those areas of the organisation that are seizing the opportunity to recognise staff (and those that are not.) STARS efficiency enables a quick response and decision following the initial request. A thank-you needs to be immediate. Formalisation Informal thanks, commendations or more significant public awards at lavish events can be granted accordingly. Points systems can be administered in a cumulative fashion for a quarterly award. Every action is formally recorded to ensure you have the information at hand when you need it.

4 BENEFITS OF AUTOMATION WITH STARS Burdensome tasks of storing, tracking and retrieving information relating to employee recognition, or generating reports, can be automated with STARS, thus freeing up time for other critical tasks that add value to your organisation. The Culture of Recognition Made Easy Software specifically tailored for the process makes it easy for any employee to nominate another to be recognised, without having to spend time raising paperwork or finding the right person to speak to. Modular Software for Flexibility ISDE has designed modular software that specifically addresses all the administrative requirements of successful recognition programs that recognise employees special efforts. STARS is optimised to suit the process that fits your particular company or organisation and designed to easily integrate organisation-wide recognition. Time Saving Functionality Tasks that can be performed automatically are identified and STARS then takes care of them. For example, all the recognition any employee has received can be tracked at the touch of a button. Gift and point schemes can be managed more efficiently. Intranet and Internet Enabled for Speed STARS is also intranet enabled. Requests can be imported directly into STARS from your intranet site, thus eliminating the need to re-key information. Progress is at all times visible to those with access, which can be controlled by passwords if required. For those organisations without a global intranet, ISDE can host your online request submission form on the internet, enabling employees to raise requests from home as well as when they are at work.

5 Proper Control and Management Communications - Letters, Reminders and Messages The system automatically prompts users and sends messages to ensure that actions are taken and awards delivered in a timely fashion. Even if time is needed to organise a large scale event, STARS ensures that nobody is forgotten. STARS efficiently handles all communication between nominees, nominators and managers. Intelligent recognition letters can be produced automatically to save time, but are sensitive to elements that are entered into the system, thereby customising text to avoid the feeling of a standard letter. Matrix Driven Scoring The measurable effectiveness of motivation does not lie in short-term results and statistics. It will be reflected in such factors as long-term productivity, a loyal workforce, reduced staff sickness, reduced staff turnover and voluntary extra time worked. Matrix driven scoring, however, makes it easier to measure value-driven achievements. Scoring also helps your system to be consistent and fair. Tracking Facility For any request registered in the system, our reliable Tracking Facility will display the point it has reached, who is responsible and when the next stage is due. It will indicate, for example, which requests have gone through for consideration and which are due back from assessors. Search Facility and Reporting An advanced Search Facility will enable management information to be retrieved quickly and effectively. STARS provides integrated, standardised or ad hoc graph and text reporting functions. Management information can be used to support any aspect of the process. Careful monitoring ensures an even-handed approach across an organisation. Breakdown of status is shown by field values describing requests. For example: level of recognition achieved which areas of your organisation are giving recognition, which are not levels of recognition given over a period of time At any time senior management, or the key administrators of the system can have a status report, or other reports showing statistics or trends.

6 MOTIVATIONAL ASPECTS OF RECOGNITION The Psychology To pay attention and be appreciative of an individual s special contribution is constructive management. Anyone can accept that a highly critical management style can destroy morale. Perhaps less widely understood is the psychologists view that simply being ignored can also damage a person s selfesteem. In a scenario where the more effort a person willingly gives, the less they are noticed it would be human nature to cease making the effort! Successful companies have learned the benefits of recognising their most valuable asset - their people. A balance of formal and informal recognition, rather than counter productive criticism, keeps employees motivated and happy. What drives the individual? Behaviour needs a purpose, from the achievement of a financial goal to an emotional state of happiness. Tangible, token gifts can play a part in driving and directing behaviour but it is the associated feeling of being genuinely valued that has more impact. Extrinsic motivation can be achieved in a basic way by reinforcing useful behaviour. Intrinsic motivation is more subtle, perhaps involving a personal sense of achievement through overcoming obstacles and solving problems; realising one s potential; or gaining the admiration of others. Motivation is a complex subject and it is always important to recognise that individuals vary in what drives them onwards and upwards. Well directed motivation can positively affect both aspiration and competence.

7 BENEFITS OF ISDE EXPERIENCE ISDE has worked with many, diverse organisations on the issues of recognition implementation. The key benefits to ISDE s customers of this experience and knowledge are: software developed specifically to meet the needs of recognition implementation software that is open to modification, flexible to change or unusual detail awareness of potential problems, enabling you to avoid them Getting the Long-Term Benefits from your Investment Key to achieving the benefits is ensuring the design of the right process supported by the right system. Moreover, as a long-term investment, software must be adaptable and easily modified to meet any changes in requirements, culture or technology that may occur. As your organisation grows, your requirements may change and it is vital that your system can grow easily with you without incurring onerous costs. ISDE ensure that you have a future-proof system that can be modified but will not require expensive add-ons and upgrades. ISDE WILL ADVISE AND SUPPORT YOU Before beginning to set up a STARS based system for a client, ISDE ensure they understand the workplace, its objectives, requirements and existing communications channels. ISDE will run a workshop to help you get the best out of your process. With a clear, common understanding between ISDE and their client, detailed attention is then given to human resources needed. The structure and culture of the organisation or company will then be considered. Is it single or multi site? How do departments, teams and individuals communicate? An analysis of the technology that the company or organisation uses with an assessment of what is needed is then carried out. ISDE s experience of employee recognition combined with their technical expertise enables them to design a system that results in a unified approach, is manageable, easy to use and offers high performance. Logical workflow is essential to the success of the system. A recognition request enters the system with a series of optional pathways. THE TENETS OF RECOGNITION To sum up, recognition must be appropriate, timely and responsive. It must also be sustainable to maintain the positive impact it has on morale, attitude, individual and team performance, wider productivity of a department, and ultimate success of a business or organisation. STARS will ensure your system meets all these key criteria - and more.

8 Well directed motivation has a positive impact on both aspiration and competence. Recognition of a special individual or team contribution is key to successful motivation. A well motivated, happy workforce ultimately achieves greater success for the business or organisation. STARS has the flexibility to automate and help manage whatever recognition process an organisation wishes to adopt, maintain or develop. ISDE has worked with many, diverse organisations on the issues of recognition implementation. ISDE Monachus House High Street Hartley Wintney Hants RG27 8NW United Kingdom Tel: (+44) (0) Fax: (+44) (0) E Mail: ideas@isde.com Web site: Brochure Produced by PR and Marketing IT Copyright 2002 ISDE