Traditional Employee Recognitionversus

Social Recognition

A successful transition from traditional Peer-to-Peer Recognition

to Social Recognition

TRADITIONAL

PEER-TO-PE

ER

RECOGNITIO

N

What doe

s it lo

ok an

d sound

like?

• Sense of pride from winners• Low line-manager participation• Inconsistent participation across company• Low transparency • High-value, low frequency, limited awards to few

recipients• Delay between contribution and recognition • Limited link to ‘HR’ management practices• Lack of alignment to departmental priorities• Lack of ROI

Traditional Peer-to-Peer Recognition …

SOCIAL

RECOGNITIO

N

What doe

s it lo

ok an

d sound lik

e?

Social Recognition…

• Unified recognition strategy and goals• Daily sense of appreciation• Social Recognition platform encouraged high

recognition frequency & unlimited recipients• Aligned with company vision and values• Emphasis on all employees being recognised• Increased participation across all departments• Clear visibility of all recognised employees• Cross-company recognition – high transparency• ROI metrics

Kudos® Social Recognitionhttp://www.giftinnovations.ie/social-recognition/

Request a Kudos trial:http://www.giftinnovations.ie/book-kudos-trial/

A-Z of Social Recognitionhttp://www.giftinnovations.ie/blog/the-a-z-of-social-recognition/