Many companies give up their tactical incentives initiatives and turn to global strategic recognition when they realize the level of risk associated with ad-hoc, untracked and ungovernable motivation efforts they had in place.
As Jennifer Reimert, Symantec’s Senior Director of Global Compensation, answered to a viewer question on risk in a recent webinar hosted on HR.com:
The Edmonton Journal recently reported:
For precisely this reason, employee recognition does not belong in expense reports. It is eminently not trackable, not reportable in any meaningful way, and therefore not measurable across the entire organization.
Strategic recognition pulls all those ad-hoc initiatives into one single, tracked and governed program that complies with international tax and payroll compensation laws – without adding additional administrative burden to your staff.
How well governed are your recognition efforts? Have you eliminated the risk from your appreciation efforts?