Digitizing? A Social Recognition Strategy Must be Part of the Plan

July 14, 2015
| ByMike Ryan

One of the biggest changes within the HR function is the “digitization” of their people-related program portfolios. The goal is simple. To keep pace with the shifting life and workstyles of their employees, companies are providing mobile access and a better web-enabled experience. Why is that important?

There are a variety of forces converging within the modern-day workforce. For starters, the pool of talent is getting younger. Younger employees who grew up surrounded by all things digital are now entering the working ranks in droves. They demand to be connected at all times—an expectation that must be met if organizations are going to lure them in.

Of course, they are not the only ones who need web-enabled access. The workforce as a whole is already highly mobile. Employees are “on” all the time. No matter where workers are, or what they are doing they want/need to be connected with the people they work with. In that regard, mobile has become a modern-day mandate.

The mobile explosion has come with social expectations. Social recognition, for example, has given all employees the power to send and receive recognition to anyone from anywhere at any time. Accordingly, HR leaders are giving their people an opportunity to amplify their voices and be heard across peer groups. The most progressive are doing both—digitizing programs while leveraging the strength of social interactions.

Are you considering the increased “digitization” of your people-related programs? If so, a social recognition strategy must be part of the plan.

Subscribe to Our Blog

Recent Posts