{"id":928,"date":"2024-01-23T14:27:00","date_gmt":"2024-01-23T14:27:00","guid":{"rendered":"https:\/\/mo.work\/uncategorized\/employee-recognition-software-how-to-get-leadership-buy-in\/"},"modified":"2025-03-04T14:08:50","modified_gmt":"2025-03-04T14:08:50","slug":"how-to-get-approval-for-employee-recognition-software","status":"publish","type":"post","link":"https:\/\/mo.work\/insights\/how-to-get-approval-for-employee-recognition-software\/","title":{"rendered":"Employee Recognition Software: How to Get Leadership Buy-In"},"content":{"rendered":"\n

Have you recently received a disappointing engagement survey result? The clear next step is to take action with employee recognition software.<\/p>\n\n\n\n

But even with the support of champions in your HR or People departments, it can be hard to get the go-ahead from leadership. Everything comes down to profit and loss metrics; senior management will often ignore a proposal that is not accompanied by strong evidence. Luckily for us, employee recognition software is proven to boost retention<\/a> and productivity rates.<\/p>\n\n\n

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Why invest in employee recognition software?<\/h2>\n\n\n\n

Why invest now? The balance of power in the employer\/employee relationship is moving steadily towards favouring workers. Compensation is no longer the only factor in company loyalty.<\/p>\n\n\n\n

Recently, Forbes<\/em> reported a dip in employee happiness<\/a>, while Gallup\u2019s State of the Global Workplace: 2023 Report<\/a> demonstrated that 41% of quiet quitters cite poor company culture as their reason for disengaging.<\/p>\n\n\n\n

Organisations like SHL<\/a> improved their engagement survey results by 9% after implementing our employee recognition platform, while William Hill<\/a> increased employee recognition by 30%. <\/p>\n\n\n\n

How to build a case for employee recognition software <\/h2>\n\n\n\n

1. Engage stakeholders early<\/h3>\n\n\n\n

Depending on your leadership team\u2019s familiarity with the importance of employee recognition<\/a> and employee engagement<\/a>, you may need to educate them early in the process. <\/p>\n\n\n\n

Involving your stakeholders from the beginning will provide key feedback, helping you understand their priorities before making your pitch. Create a list of requirements from across the business to ensure that your business case is robust.<\/p>\n\n\n\n

While building your proposal, find ways to integrate what you propose into other HR initiatives. Consider how this will align with or support other key initiatives throughout the business. Not only will this help make your case more compelling, but stakeholders will also appreciate your efforts to see the bigger picture. <\/p>\n\n\n\n

2. Clearly define the problem<\/h3>\n\n\n\n

What did your engagement survey reveal about your company culture? Is there a lack of communication? Reward? Recognition? Mo works with customers who use a myriad of engagement survey providers to improve their engagement scores; we notice a higher success rate when an organisation clearly understands their objectives.<\/p>\n\n\n\n

Create a mission statement to help you visualise your goal:<\/p>\n\n\n\n

\u201cAs our HR lead, I want to create a recognition-rich culture<\/a>. To do this, we need to create opportunities for people to celebrate success, recognise results, and appreciate their colleagues. We can achieve this goal by implementing an employee recognition platform, improving engagement and performance, and promoting a more inclusive culture\u201d. <\/em><\/p>\n\n\n\n

Clearly defining your goals in the context of your unique company values will set you up for success.<\/p>\n\n\n\n

3. Showcase the solution: employee recognition software<\/h3>\n\n\n\n

It is time to think about your specific strategy. Break down the value proposition of your preferred employee recognition provider: cost per user, reward capabilities, intranet integrations, data analytics, and user features.<\/p>\n\n\n\n

When our customers pitch Mo\u2019s platform, they emphasise our Boosts<\/a> feature. Boosts allow managers to automate prompts, encouraging employees to share Moments<\/a> which helps busy teams build positive habits of recognition. We also offer monetary rewards<\/a> in the form of vouchers from Amazon, Uber, Deliveroo, ASOS and other huge brands. This sets us apart from other platforms that operate a points-based system. <\/p>\n\n\n\n

You may also wish to make your case for a digital platform over manual options. Manual recognition offers little flexibility; global companies need a better, more configurable solution.<\/p>\n\n\n\n

The transition to remote working means that businesses must connect their workers across physical distances to maintain a sense of belonging. Digital recognition platforms, such as Mo, foster connection by enabling peer-to-peer recognition with teams located across the world. <\/p>\n\n\n\n

Incorporate data where you can. The most successful business cases always include high-level facts about the return on investment. The bottom line? Show them the numbers.<\/p>\n\n\n\n

4. Breakdown costs and expected ROI<\/h3>\n\n\n\n

The first question that will come to mind during your pitch is the cost of implementing employee recognition software. When approaching cost, share benchmarks.<\/p>\n\n\n\n

The Society for Human Resource Management says that HR departments normally spend 1-3% of payroll on rewards and recognition \u2013 however, some may spend up to 10%. <\/p>\n\n\n\n

Highlight how much the platform will cost per user, what reward budget is in place already any proposed changes you may have, and potential additional fees. It will be important to demonstrate what the return on investment will look like over time. If you\u2019re calculating the ROI yourself, be sure to include:<\/p>\n\n\n\n