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1% of Payroll: The Magic Number For Social Recognition Investment


Finding 3 in the 2016 SHRM/Globoforce Employee Recognition Survey shows that the sweet spot for values-based rewards and recognition investment is 1% or more of payroll. Companies that make this level of investment are nearly three times as likely to rate their program as excellent, compared to companies that invest less than 1% of payroll. The data doesn’t look good. What if you took a small percentage of the annual bonus and used it for social recognition?

The Recognition Science Denier


The data I shared with her from recent customer studies supported the idea that employee recognition is one of the most efficient levers in their total rewards strategy. This is the first in a series of blog posts to share more about our data journey with customers, and hopefully help you turn the Deniers into Believers. Below is a clip about the Deniers from Globoforce CEO Eric Mosley’s keynote at WorkHuman 2017. What are other companies doing with this data?

Recognition & Inclusion


In the United Kingdom, greater gender diversity on the senior-executive team corresponded to the highest performance uplift in our data set: for every 10 percent increase in gender diversity, EBIT rose by 3.5 Traditional forms of recognition come from the top-down , whereby a manager directly offers words of praise, accolades, rewards or bonuses to their employee. SHRM/Globoforce Survey. SHRM/Globoforce survey results reported that.