寻找合适的员工认可合作伙伴

A Guide for Large Companies Finding the right employeerecognition partner is anexciting opportunity—andno small task, especially forlarge companies. Betweenputting together the rightsearch committee, convincingexecutives, researchingvendors, navigating theRFP process, and buildingconsensus on a final decision,you’ll need to be prepared andcan’t do it alone. Use this guideto help you plan, search, anddecide confidently. Table of Contents 3Get executive support5Gather your team7Decide on your goals9Do your research11Select your partner13Set up for long-term success Get executivesupport Start early, and be prepared Get executive support, and resources, for a new employeerecognition solution from the very beginning. Start early andinclude more than just your CEO. Talk to senior leaders that have a vested interest in companyculture and a new recognition solution: CEO, COO, HR,Communications, Sales, IT, etc. Get their feedback—what aretheir biggest challenges? Business goals? Priorities? Whatproblems can recognition help them solve? Then build a business case. Connect your search for a newrecognition solution or partner back to their pain points andneeds. Show the ROI of recognition, aligned to the goals andstrategy each leader has for the organization. 7 things to include in your recognitionbusiness case: 6.Calculate cost.This may be an estimate now but give them ageneral idea of cost. You can use $200-$350 per employeeper year as a starting point. 1.Tie it back to the overall company strategy.A recognitionsolution should be seen as more than an HR tool in orderto have priority with executives—it must be tied back tocompany culture strategy. Show how recognition will directlyimpact your corporate goals and objectives. 7.Convey why you need a partner.Large companies can’tadminister recognition tools, training, awards, events,budgeting, and reporting on their own. A reliable partner iscrucial for meaningful, successful recognition. 2.Address executive pain points.Discuss why a change inrecognition is needed. Are programs outdated? Employeesdissatisfied? Leaving? See how CEATconducted assessments,in-depth interviews, andan employee survey forfeedback to build thecase for recognition. 3.Show them the money.Calculate the cost of turnover vs.the cost of recognition. Recognition can decrease odds ofturnover by 29%. 4.Improve employee engagement, culture, and businessresults.ROI is on every executives’ list. Include stats on howrecognition can increase odds of high engagement by 9x,a thriving culture 8x, and business results like productivity,innovation, and revenue. Get more tips on building a compelling businesscase (including a templated discussion guide), toget executive support. 5.Articulate what you want to change.Be clear about theimprovements you want to make, whether it’s consolidatingmultiple disparate programs into one or modernizing yourtools and rewards. Gather yourteam Put together your buying team In large organizations, you won’t know everything about everypart of the company. You’ll need a team to help you researchand vet potential partners and solutions and ensure they areright for you. As you assemble your recognition search committee,thoughtfully include important stakeholders that can providesupport, guidance, and consensus. Don’t forget your globalconstituents. Be clear on roles—decide which members willonly consult, who will help manage the search, and who hasinput into the final decision. Share feedback and data you havegathered so you can build out solution requirements together.If you do all of these things, you’ll have project champions thatwill march with you to success. 8 main players and what’s importantto them 6.Learning and Development– They can help with changemanagement and training (both the how and the whyof recognition) and improve adoption and long-termparticipation. 1.Executive– They are busy and can’t attend every meeting,but want to be updated on progress, have a chance togive feedback, and point you to resources. 7.Global sponsors– If your organization is global, thesepartners can give feedback on cultural nuances andregional needs like translations, data security policies, andother logistics. 2.IT specialist– Mostly concerned about security, disruptionto IT processes, and requirements for implementation.Important to involve them from the very beginning. 8.Other– Leaders from various lines of business, your legalteam, and payroll/accounting are all additional membersthat could be an important part of your team. 3.HR or Total Awards team– They have the best feedbackon what employees want. These teams are looking forsolutions that are easy to use and will improve employeesatisfaction, engagement, and retention. See how TD Bank Groupworked with seniorleaders and stakeholdersthroughout the Bank tocreate TD Appreciate!. 4.Communications– Recognition is a great way tocommunicate and celebrate brand values and purpose.These folks can help improve the bran