How to Reward and Recognize Customer Service Employees?

How to Reward and Recognize Customer Service Employees?

Great customer experience is one of the key requirements for ensuring the success and growth of any business organization. In fact, it is not uncommon for individuals to shift their loyalties to an organization promising to offer better customer experience.   In order to create such an experience, it is important for companies to train and prepare their employees to be customer-centric. However, such training and preparation form only one aspect of ensuring customer satisfaction and happiness. A customer service organization be it a call center,  front-office or delivery function also needs to focus on enhancing the happiness and satisfaction level of its own employees to get the best results. Companies can no longer undermine the fact that the success of their business depends on an ongoing stream of happy customers, which in turn is determined by the happiness level of the employees.

How Employee Happiness Influences Customer Experience

A customer-centric approach does not just focus on efficient communication with customers through a call center or front office but is more about ensuring better brand experience and establishing long term relationships with them. In a customer service environment, the employees handle the responsibility of fostering such experiences and relationships. By empowering the employees and enhancing their engagement and satisfaction levels, companies can ensure a significant improvement in these experiences and relationships. It has been observed that happy employees tend to be self-motivated and work towards delivering better customer experiences. Their commitment and sense of loyalty towards the organizations is significantly enhanced and this is reflected through an increase in their efficiency.

Using Rewards and Recognition to reinforce Customer-Centricity

Just being aware of the critical role played by employees in delivering great customer experience is not enough for a business organization. Rather they need to take the necessary steps to reinforce customer-centric behavior by creating a customer-focused culture. The most important step to be taken in this direction is to integrate employee rewards into the company culture. At the same time, they need to avoid the common pitfalls that can render the reward and recognition program simply useless. In order to ensure the same, the business organization needs to ensure the following.

Focus on the Employee Behaviors that provide Desired Impact

While deciding about the most appropriate rewards and recognition options for employees, business organizations need to focus on identifying and promoting employee behaviors that ensure an enhanced customer experience. For this, they need to first determine the things that really matter to the customers through a thorough analysis of customer data, their preferences, and reviews. The information thus obtained can be then co-ordinated with the various behavioral attributes of employees to learn about the ones that provide the desired results. Having identified the most effective behavior that drives customer satisfaction, the organization should take the necessary steps towards employee motivation to promote this behavior.

Integrate Reward Systems with Customer Experience

Proper alignment of the reward system with employee incentives with respect to the customer experience they create, is essential to create a customer-centric culture. This might require slight modification in the criteria used for deciding formal rewards such as salaries, bonuses, and promotions. The awareness of the fact that being customer-centric can prove beneficial not only in terms of gaining recognition and appreciation but also for ensuring career growth can act as a great motivator. In addition, it also helps in maintaining the credibility of the reward system by ensuring that only the most deserving employees receive them.

Set up Informal Rewards to Encourage Customer Focus

Employee recognition holds greater value than monetary benefits for a large percentage of professionals working in a customer service environment.  Thus by setting up informal rewards, that can remind the employees of their achievements and glory – it tend to prove more effective than just cash rewards. The simple act of posting an image of the top-performing employees for a specific period in the workplace where it is easily visible to other employees and customers can boost the morale and efficiency of the employees quite significantly. In turn, it can create a sense of pride amongst the customers who might have interacted with these employees and strengthen their bond with the company.

Focus on ensuring Better Work-Life Balance

At the end of the day, all employees are individuals with a life outside their profession, which they cannot ignore. No amount of rewards and recognition can replace the happiness that employees gain by spending time with their family and friends. Thus by providing opportunities for a better work-life balance for their employees, companies can enhance their happiness quotient. Happy employees tend to be more attentive and sympathetic towards their customer needs and are more likely to make every effort to ensure their satisfaction and happiness.

A customer service environment can prove to be extremely stressful and exhausting for employees as it requires them to deal with people of diverse natures, opinions and patience levels. The challenge of keeping the employees working in such environments motivated and engaged can only be overcome with an effective reward and recognition program.

How to make Rewards and Recognition Programs work for Gen Z employees?

How to make Rewards and Recognition Programs work for Gen Z employees?

Most organizations have just felt the satisfaction of figuring out the needs and expectations of the millennials present within their workforce. But they hardly have time to celebrate this achievement, as an entirely new generation of employees is becoming a part of the workforce. This new generation, referred to as Generation Z, is as different from the millennials as they were from their predecessors. Consequently, organizations are once again faced with the need to modify their rewards and recognition programs to accommodate the newest members of their workforce. This can definitely prove to be extremely challenging especially within organizations where several generations of employees work together.

An Overview of Gen Z

Before learning about the reward and recognition programs that would most likely prove most motivating for the Gen Z employees, it is essential for hiring organizations to know more about these individuals. This generation of employees comprises of people born between the mid-1990s to 2000. According to a survey, Gen Z is expected to form 35% of the workforce by the year 2020. This generation has spent most, if not all, of its formative years, being exposed to on-demand and constant connectivity. As such, they expect their workplaces to offer easily accessible and convenient technology solutions. Not surprisingly, their expectations with respect to the rewards and recognition they are likely to receive from their employers are drawn along the same lines.

Rewards and Recognition Tips for Employers of Gen Z

Like their preceding generations, Gen Z employees also need to be amply recognized and rewarded for their work and contribution towards organizational growth. However, given that the members of this generation have only recently begun to be employed, the hiring organizations are yet to figure out the best way rewards and recognition programs that will ensure maximum engagement and motivation of the newest members of their workforce. In this context, the below-discussed tips can quite useful for the employers of Gen Z.

They prefer to keep it Simple

A large majority of Gen Z employees prefer rewards and recognition programs that are quite simple. They may feel more happy and content by a simple mail of appreciation from their superiors, rather than being publicly appreciated and rewarded in front of their team and peers. They are also do not like to be bestowed with heavily worded certifications or medallions, but would rather prefer something more practical and useful in lieu of a reward.

They love Tech Toys

Gen Z has been bought up in an environment where the use of technology is a part and parcel of life. This has ensured a deep-rooted love for various technology tools and toys in their minds and hearts. Hence they are almost always motivated by rewards that are technology-driven. Be it a gadget that has been recently launched in the market or an opportunity to learn a new skill or master a technology, such rewards go a long way in ensuring great employee motivation and satisfaction for this generation.

Paid Activities are always more effective

A paid family dinner or a fun outing with friends or even movie tickets and meal vouchers is something that the members of Generation Z would generally give preference to. Such rewards provide them with an opportunity to relax and unwind and also spend quality time with people who matter the most in their life. Moreover, it saves them from the stress of financial expenses which more than compensates for any loss of cash reward they might have received.

Additional Perks are preferred over Rewards

Employees of generation Z seek a more comfortable and flexible work environment. Hence they are willing to forgo any cash or kind rewards if it means getting additional perks and benefits at the workplace. The good thing is that even the perks and benefits being sought are not too unrealistic. In most cases, these include greater flexibility in work schedules, preferred work areas, free pick, and drop facilities or even an increase in the variety and frequency of serving hot or cold beverages.

Personalized Rewards tend to make a great difference

When it comes to employee recognition and rewards, the members of Gen Z workforce feel considerably motivated by personalized gifts. It makes them feel truly valued and appreciated as an individual. They are assured of the fact that their employer knows them not just as another useful asset but as a person with specific tastes, likes, and dislikes. This helps in establishing a strong bond of trust and emotional connectivity between the employees and the business organizations and ensures the creation of a committed and dedicated workforce. In most cases, the size and cost of the personalized gift do not matter much, but the employers need to ensure that it matches the position of the employee within the organization.

Keeping the above points in mind, organizations can develop suitable employee rewards and recognition programs that can be extremely satisfying and constantly motivating for the members of Generation Z workforce

HiFives Team

Guide to Employee Recognition in a Start-up Environment

Guide to Employee Recognition in a Start-up Environment

The importance of keeping the employees motivated and engaged in any organization cannot be undermined. In start-up culture, this aspect gains even greater significance, especially in terms of employee recognition and rewards. Given that employee engagement significantly impacts the fulfillment of business objectives, appreciating and rewarding the deserving employees, ensures stronger company outcomes. While most established businesses have a formal and mechanized employee recognition system, things need to be done differently in a start-up environment to get the best results. Here, it is essential to first understand the significance of employee recognition in start-ups.

Importance of Employee Recognition in Start-up Environment

Employee recognition forms the core of employee engagement in most business organizations. It is also a well-known truth that most start-ups comprise of a small group of employees performing multiple functions simultaneously. This naturally requires the employees to stretch beyond their usual capabilities and work hours in order to propel the organization forward. Therefore, in such environments, recognizing and appreciating their efforts goes a long way establishing an emotional connect and sense of belonging of the employees with the start-up. However, as mentioned before, effective employee recognition in start-up environments cannot be carried out in a conventional manner but rather requires mindful planning and execution.

Handling Employee Recognition the Right Way

One of the key aspects of handling employee recognition in the right manner is to make it individually meaningful for the employees. In a start-up, the number of employees is quite limited making it easier for the employers to gain a better understanding of how each employee is likely to respond to recognition. This enables them to develop a smooth, systematic, timely and fair recognition program for their employees. The key parameters that should form an integral part of every effective employee recognition program are discussed in brief as follows.

Well Defined Criteria: It is important for a start-up organization to have well-defined criteria that forms the base of its employee recognition program. Employees should be recognized and appreciated not only for their professional achievements but also their personality and behavior aspects that might help in motivating other team members. It is the responsibility of the start-up leadership to make their teams aware of the different criteria for which they might gain recognition and appreciation. At the same time, these criteria should be flexible enough to meet the changing business and employee needs as the organization grows and expands.

Timeliness of Recognition: Recognizing and rewarding the efforts of an employee well in time will ensure the effectiveness of the program. Any delays in the process can have significant negative consequences and can even reduce the morale and efficiency of the employees. One method that can be adopted by start-ups to avoid this problem is to set a specific day of the month for handing out rewards and recognition to selected employees. This ensures that the employees do not feel desperate or disappointed if they are not provided with immediate recognition and appreciation. Alternately, early-stage start-ups can choose to acknowledge and appreciate employees regularly and on the go.

Fairness of Recognition: The most important aspect of ensuring the effectiveness of an employee recognition program is to ensure its fairness. This means that the startup leadership should verify whether or not the employees nominated for recognition truly deserve the same. It is not uncommon for people to take credit of the work done by their juniors to gain the appreciation of their bosses. Recognizing and rewarding such people is not only unfair but also tends breeding dissent besides reducing the overall employee motivation in a start-up. Hence, it is essential for startup leaders to develop strategies that can help in ensuring complete fairness in handing out rewards and recognition to a deserving employee.

Variety in Rewards: Providing some sort of variety in the rewards being handed out to deserving employees is also something that startup leaders should consider. Offering the same rewards to different employees for diverse reasons makes the whole process seem formal and monotonous. By adding a bit of variety, the start-up leaders can keep the whole process innovative and interesting. It will also add a bit of surprise and excitement to the process as the employees are often kept guessing about the reward until the very last moment.

Individual Meaningfulness: Finally, it is important for the start-up leaders to ensure that the rewards and recognition being handed out holds some meaning for the individual employees. They need to understand that every individual is different and perceives appreciation and recognition in a different manner. While for some true recognition might mean the announcement of their achievements to the world, for others it might be a few words of praise spoken by their seniors in private. The same holds true for rewards, which might hold greater value for some in cash, while others might prefer receiving an appropriate gift.

Taking the above factors into consideration can help start-up organizations develop a truly efficient and result-oriented rewards program that enhances the overall workforce performance and motivation quite significantly and drive the desired business results.

HiFives Team

Low Budget Employee Recognition and Reward Ideas to Enhance Employee Motivation

Low Budget Employee Recognition and Reward Ideas to Enhance Employee Motivation

Seeking recognition and appreciation for their work is basic human nature and nowhere is this behavioral trait more evident than in professional work environments. In fact, employee recognition and rewards have emerged as the key aspects for creating a highly engaged workforce committed towards business growth. The process is aimed at acknowledging the efforts, hard work and workplace behavior of employees that contribute towards the success of an organization and fulfillment of its objectives.

However, most small and medium business organizations and even larger enterprises tend to feel concerned about the costs involved in implementing a proper employee recognition and rewards program. What such organizations fail to understand is that it is the intent of recognizing and rewarding the employees that matters the most, rather than the money they spend for the same. Business organizations can plan for a recognition system that suits the needs of their employees as well as their budget more efficiently.

Planning a Suitable Rewards and Recognition Program

The most important thing that business organizations need to understand is that the rewards being handed out to employees neither need to be expensive nor in the form of cash. In fact, most employees feel satisfied by the fact that their seniors are aware of their efforts and willing to acknowledge the same. However, employers need to make sure that any non-cash rewards that are chosen should keep the interests of the employees in mind. It has been observed that such rewards are more effective in enhancing employee motivation rather than cash rewards. Discussed below are a few low budget employee recognition and reward ideas that can help enhance employee motivation and engagement levels considerably.

Public Recognition

Acknowledging and appreciating the efforts and hard work of the deserving employees publicly is the most common and cost-effective method. Such public recognition can be made in front of the team members of the selected employee or the entire workforce at an organization level event. In either case, the employees tend to feel a sense of pride and achievement, which motivates them to further improve their performance. Such recognition should ideally include a certificate of merit and a small medallion or trophy which can serve as a constant reminder for the employee.

Workplace Benefits

Another cost-effective way of rewarding the employees is to offer them some desirable benefits at the workplace for a specific time period. The benefits can be extended permanently, in case of repeat achievers, which will also prove inspiring for other employees. These benefits may include flexible work timings, free pickup, and drop facilities for a specific time, upgraded workstation or even paid training for skill enhancement. Such rewards tend to enhance the motivation level of the entire team as the members are able to see the benefits gained by one of their own thanks to their diligent and sincere efforts.

Paid Outing with Family

A majority of employees today struggle hard to create a perfect balance between their work and family life. In addition, the cost of enjoying an outing with a family is often very high, which is why an average employee tends to do it less frequently. Hence, being rewarded with an opportunity to spend quality time with their family without having to worry about the expenses for the same, is something that most employees will find appealing. The venue and type of outing can be decided on the basis of the level of the employee receiving the reward.

Time Off from Work

The highly competitive work environments today often make it impossible for employees to take time off from work. This can lead to their physical and mental exhaustion and can even cause a reduction in their efficiency. One way to avoid this problem and integrating it with employee recognition is to give the employees time off from work. The employees can choose between coming to the office and doing nothing or staying at home to indulge in an activity that helps them to unwind and relax. A couple of days off from work will ensure that the employees feel truly acknowledged for their efforts. It also helps them feel wanted and cared for by their employers and thus helps them develop a stronger bond with the organization.

Formal Meal with Top Management

The idea of enjoying a formal dinner with members of the top management is also a great way of acknowledging and rewarding the employees in a budget-friendly manner. Most junior level employees are in awe of these top-level professionals and sharing a meal with them as a reward for their efforts and hard work often proves to be quite motivating. Moreover, this method of recognition and appreciation also provides the top management to interact with the high performing employees and assess their suitability for enhanced positions within the organization in the future.

All the above options (and many others we can think of) make it possible for business organizations to maintain a relatively low rewards budget without losing out on the benefits of employee recognition and appreciation.

HiFives Team

The Magic of Employee Recognition

Recognition is an ancient tradition in all communities, dating thousands of years. Recognition at the workplace too goes back in history. Typically top driven, it represents the appreciation of performance or achievement of an individual or a group of individuals, generally by a designated leader within the organization. Employee recognition may or may not come with monetary benefits but more often than not, it comes with high visibility within the organization.

Employee recognition has come a long way and has evolved into a more structured form of appreciation within the organization; not just restricted to leaders or managers but any employee in the organization could recognize anyone. Such peer-to-peer recognition, though a noble thought has been subject to a lot of pessimism from the management as to whether it is indeed genuine or not. Several organizations have downgraded the value of peer-to-peer recognition to well below manager recognition due to this reason.

Whatever the mechanism of employee recognition, we believe it should be timely and well thought through. It has a multiplying impact on employee motivation if done in the right way. Hence, systems and processes need to be implemented to ensure that the impact of it is fully realized by the organization. That is when the magic of employee recognition will touch the work lives of all employees and create a great work culture.

An employee recognition system should take care of the following:

  1. Enable a manager (or peer) to recognize an individual or group in a few easy steps
  2. Checks and balances to minimize bias, duplication and errors to the extent possible
  3. Financial or other authorization based on the organization structure and policies
  4. Communication to the immediate group and the broader organization easily and quickly
  5. Reporting and tracking of the key metrics

Key metrics would include coverage ratios at various levels. Usually, organizations would set a target coverage ratio for themselves. Though setting a target puts more focus into the whole process but it might also make recognition for the sake of recognition which devalues the entire concept. Hence, our recommendation would be to set a target range for employee recognition, purposely keeping it on the lower side to preserve the novelty and the value of it rather than making it an entitlement.

All this is just the science of employee recognition, driven by systems, processes and hard numbers. However, the art of employee recognition goes much beyond that – what is said and written; the honesty with which the communication is done and the timeliness of it; all matters. Systems and processes can only facilitate but it is up to the individual manager or employee to create that magic!

According to us, employee recognition is both an art and a science that helps build a culture of appreciation within the organization. This will ensure that employees think and act beyond their goal sheets and appraisals and create a positive atmosphere within the organization. Ends are always going to be important but means too are important. Hence, what is required is the magic of employee recognition that should permeate through the entire organization between one appraisal cycle and the other.

HiFives Team

 

 

 

Reward Employees for going Social

Typically when candidates consider a job position, they compare the compensation and benefit packages of various employers. You don’t have to be a very large business to offer admirable rewards, as there are small innovations that can make a big difference. The key to great rewards is to make them stimulating while maintaining the brand. Today, social media is becoming an increasingly significant tool for employees to work together with one another. Also, individual social profiles many times often work as advertisements for the company, displaying what its team members have on offer for potential customers.

It helps to encourage your employees to engage more positively on social networks by way of training, tangible rewards and gamification. Employees can collaborate with each other while showing outsiders the kind of innovation that is taking place inside the company walls. Most of the employees use LinkedIn, Facebook and other social networks for business and personal purposes. Employees can develop their personal as well as the company brand by crafting a Pinterest profile or attracting a large Twitter following. Rewards and incentives can help incentivize employees to engage more on social media and collaborate through different networks. With enhanced engagement, companies can create a happier workforce.

-by HiFives

Rewards and Recognition – the winner takes all! Is it fair?

Rewards and Recognition is an integral part of every organization’s HR policy. What started off as the management’s expression of appreciation of a job well done has evolved quite a bit and acquired the overall flavor of an organization culture of appreciation and recognition. However, it comes with its own set of challenges especially when implemented in a monetary form; more prominent for high value awards. Typically the employees who are likely to receive maximum recognition or the highest recognition are possibly the highest performing ones. It is not surprising that they are the ones who would get the highest salary increments and promotions!

Whether the winner takes all phenomenon is fair or not is question to be asked. It seems only logical that the highest performing employees would end up getting the maximum recognition and rewards. The caveat to this is that it might demotivate other employees who are possibly average performers or borderline cases. The bigger sin by managers or even entire organizations is to use a kind of quota system to ‘allocate’ rewards and recognition to employees. An employee who is an average performer might end up getting a reward to ‘compensate’ for the lack of a hefty increment or a promotion! Or vice-versa! Now this is a cardinal sin! This makes the whole practice of rewards and recognition a total sham!

A better approach would be to design rewards and recognition policies to appreciate small achievements and behaviors in everyday work that align with the company values such as customer orientation, innovation, integrity or initiative – anything small but significant from an organizational people road-map. It might not be directly linked to KRAs and hence unlikely to lead of other forms of ‘rewards’ like bonus, salary hike or promotion. This needs to be incorporated in the design of the policy rather than the implementation of it. Those employees who deserve recognition should get recognized in any case; however the employee should not be ‘rewarded’ or ‘recognized’ for the same achievement or behavior in multiple forms. Now, that might not be fair!

HiFives Employee Rewards and Recognition

How important is recognition for employee engagement?

To answer this question, let’s pose another question! What is employee engagement in the first place?

Very broadly, employee engagement is the art and science of making employees feel good – about themselves, about the organization, about working in the organization and about working with each other. This ‘feel good factor’ can be achieved through tangible and intangible means.

In today’s day and age, social recognition plays an important role in what makes us feel good. People are thirsting for likes and comments on social media like Facebook, Instagram, etc. In a similar way, employees value social recognition of their achievements at the workplace. For confidentiality and data privacy reasons, the reach of these recognition platforms might be restricted to within the four walls of the organization.

Monetary rewards can play can be an additional factor on top of the social recognition.  Even non-monetary benefits like conferences, training programs and direct interactions with the top brass might do equally well if not better!  All adds up to the ‘feel good factor’ of employee engagement.

The most critical aspect of recognition is spontaneity, appreciation as something good happens. Could be a casual pat on the back or a round of applause at team meeting – it all makes a difference, provided it’s timely. Obviously, the quantum or the perceived value of the awards needs to be calibrated with the level of achievement for it to make sense.

All said and done, recognition plays an integral part of employee engagement not matter how it is executed. At the end of day, happy employee is what matters most whether is a pat on the back, a trophy, a shopping voucher or a trip to the Bahamas!

HiFives Employee Rewards and Recognition

Can Rewards and Recognition drive a culture change in the organization?

The short and sweet answer to this question is an absolute yes! Provided the desired behaviors that should be a part of the organizational culture are mapped correctly and rewards and recognition is used to reinforce them.

Let’s take an example – as an organization if you want to create a culture of honesty and hard work, you might want to formally recognize employees who had the option of not being fully honest in the course of their work by taking the easy way out but decided to stay on the right path even if that meant putting in a lot more effort and maybe even a slight delay in achieving their goals.

Another example could be of an organization which wants to discourage employees from staying in office till late either because they are inefficient or they want to impress their superiors. If the organization recognizes employees who are genuinely efficient – they complete their work on time and leave office on time consistently. While it might be hard to rank and stack employees based on their efficiency, there could be a self-nomination process and the claims of the nominees could be easily validated based on feedback from their managers and the attendance system data.

In fact, our view is that rewards and recognition can play a pivotal role in initiating a change in the organization culture.  It is really basic human nature to gravitate towards behaviors than give them the maximum benefits.  Organizations should include behavior or value based recognition in their employee programs in addition to the general outcome based recognition – that’s our recommendation.

HiFives Employee Rewards and Recognition

Automated Performance Assessment –The Rise of the Machines

April 20, 2018: It’s the Judgement Day today in Sparrow Solutions today – the annual appraisal ratings will be released in the organization today. For most employees, it’s the day when their efforts throughout the year will be recognized and eventually be rewarded through increments, bonuses, and promotions. A few employees fear the worst that they might be asked to leave due to under-performance. Every year the bottom 10% of employees is asked to leave the organization due to poor performance. It’s a tough call but it has to be done. But one wonders why should the organization wait for a whole year to figure that someone is under-performing and corrective action needs to be taken? On the other hand, an employee who is an overachiever needs to wait until the end of the year to be rewarded and given the next level of challenges.

The other big flaw in the system today is that the qualitative assessment of performance leaves a lot of room for biases to creep in. Plus, in most organizations, the HR team and the people managers spend an inordinate amount of time in discussing and debating about the performance ratings. Add to that the time spent in collating and presenting the data. All of this hampers productivity and delays actual action.

In all organizations, there is a big push towards making data-driven decisions even in people matters. The big data approach to performance appraisals could increase efficiency, cut down on the manual effort, reduce bias and the cycle time of performance appraisals. We should be looking at continuous performance assessment and corrective actions.

As employees work in the organization, they leave a trail of data in their everyday work tools be it Project Management System, CRM, ERP, Time and Attendance System, etc. Automated performance management systems of the future will monitor employee performance on a continuous basis, based on the data derived from these systems. These systems will score the employee’s performance based on various parameters linked to business results and suggest corrective actions or even initiate actions itself. Actions could range from playing a motivational video, recommending a training course, connecting with an internal subject matter expert on chat to even recommending a change in job profile of the employee.

The biggest advantage of such systems would be the continuous assessment of employee performance. Corrective actions can be taken immediately, so no need to wait until the appraisal cycle. Be it training, reskilling, role enhancement (read as a promotion) or role change – can be initiated immediately. The system will have predefined thresholds for each action. The system will learn from past experiences of such interventions and their effectiveness, and tweak its algorithm for more effective interventions. The system can also keep track of employee motivation and take corrective action before it starts affecting productivity.

In today’s business environment, every second count. And keeping pace with the business changes is the need of the hour. Hence, such performance measurement and development systems can make employees and organizations more responsive to chances. It will result in higher productivity, greater business impact and higher employee satisfaction. The amount of time spent by the management and HR in the formal appraisal process can be cut down drastically further increasing productivity. Think of start-ups and small companies that are growing rapidly, which need to be extremely responsive to the business environment. But at the same time, they will always be short on HR resources to manage their people and performance. The other advantage is that these systems remove supervisor bias and errors.

While it might take some time before the system can speak out ‘you are promoted’ or ‘you are terminated’ but we are definitely going to see more intelligent learning systems for employee performance management very soon.

 

HiFives Employee Rewards and Recognition