Goal: Do the right thing...
You have a hunch that implementing some sort of peer recognition function in the company would be a good thing... and you’d be RIGHT... there is a mountain of ‘book knowledge’ saying this is something you should be doing.
Perfect world vs reality right? You’ve got budgets to deal with, other priorities, and constant delays. We’re here to help you work through some of them.
Goal #1: The Budget
The (amazingly helpful) team over at Motivosity has suggested that you do at least $5/employee/month in ‘giving’ money for your peer to peer recognition program. That adds up to a yearly amount of five times twelve times... BARF. You don’t have the budget for that. What are they thinking over there?
Not to worry... chances are that you are already spending this kind of money on keeping people happy - there’s just no visibility (and if you truly aren’t, well... it’s time to quit cheaping out on your #1 resource - good times won’t last forever).
Admin desk drawers
We had a client once tell us they had no budget for peer-topeer recognition. Six months later they called because the auditors found that they had given $170,000 in gift cards the previous year and nobody knew to whom or for what.
Did you know that the average company already spends $17/ month on little perks to keep people going? Take a tour of your organization and ask the admins who’s buying the gift cards and where they’re going. They’ll at least know who is buying them because it’s the admins that are running around all over picking them up.
Many of our clients have been spending around $200/year per employee in team reward lunches. The idea is that the team comes together to celebrate wins. Peer to peer social recognition is the most powerful kind of recognition. The lunches are great. We’d suggest that you split some of that cost with the peer-based program.
Formal awards like the MVP awards at the quarterly all-hands meeting have a place in your recognition program, but formal rewards lack the regularity and spontinaity and power of the informal day-to-day peer-based recognition. After experiencing what Motivosity does with peer recognition, our current clients tend to decrease spending on formal awards (and in some cases eliminate the monetary value of formal awards) in favor of the peer-to-peer budget.
An in-the-moment peer recognition has as much positive emotional impact on an employee as a large formal recognition months after the fact.
Goal #2: The Priorities
There is that new HRIS system, then Open Enrollment, then your performance review initiative, then preparation for the board meeting, then recruiting for all the rapid growth, then time to upgrade the HRIS again. WHAAAT?
In the meantime, your company is growing, new people are still trying to figure out how they fit in to the company, and top talent is still wondering if anyone really appreciates them.
How can a feel-good program like Motivosity ever rise to the top of the priority list? Here are some ideas...
When you think ‘new program’ you immediately think of needing resources for implementation, needing resources for training, needing to do a big roll out - with all of the begging, grovelling, and threatening to get people to use it. You think of IT resources for integration, and then you think ‘No way’. Motivosity will guarantee 98% of your employees will use the software without you having to do any training or support. For that matter, you don’t need training or IT either. Don’t believe us? Create that trial account you’ve been putting off and see for yourself. Setup takes minutes, not days.
Net time savings
You believe you are slammed with so many things to do that it will be a good long while before you get around to implementing a program like Motivosity.
True - you are busy. Think of all the time you (or someone in your department) spend on some of these activities:
- buying gift cards to hand out as recognitions
- keeping track of recognitions
- keeping track of birthdays and anniversaries
- distributing anniversary and birthday gift cards
- answering questions about who does what in the company
- acting as psychiatrist for people who don’t understand their boss or feel unappreciated
These are all things that Motivosity will take off your plate.
Now that you’ve got a number in mind, think of all the time it’s going to take you to manage Motivosity every month - 1 hour.
If you spend more time on all those manual activities than 1 hour/month, then Motivosity is going to save you time. The sooner you pull the trigger, the better.
Protecting your investment
You’ve invested significant effort in recruiting, interviewing, and selling candidates on how amazing your company is. What is going to ensure their first two months are successful better: that new HRIS system, your compliance initiative, or better connectivity to their new team?
The answer is clear, so let’s do something about it...
Goal #3: The Plan
OK... you’re thinking that all logical road point to doing this now, but you where do you begin? Let us help
The implementation plan for Motivosity is easy and we can walk you through it. Common plans include:
- assign an HR generalist or someone in your ‘culture’ committee to own the Motivosity implementation.
- set up a two week trial with 20-25 people. Don’t train them, just let them know they’ll get an invite. Observe how it’s used for two weeks. Gather feedback. Get confident that this is easier than you thoghts it would be.
- make an announcement in a company meeting about the upcoming go-live of Motivosity. Let us give you a slide deck to make this easy. It’s 2 slides about why you care and what to expect
- Import everyone from your HRIS into Motivosity. If you can spell excel, you can do this on your own.
- Make decisions about how much money will be used in the program.
- On go-live day, show your support. Bring some donuts for people who log in and fill out their profile. Set a company goal to have 75% of all profiles at least partially completed the first day (yes, there is a report for that too).