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Trend 4: Use Data  to  Identify High Performers and High Potentials
So with all the great recognition technology out there that
enables recognition and feedback daily, you have a
mountain of data that should be leveraged. The next trend
is using that data to identify who is up and coming in the
company and who you should focus on developing and
promoting.
What data? Well think about all of your most recognized
employees. They must be doing something right. Data
from recognition platforms provide insight into who’s living
the corporate values daily so you can get more
understanding of what makes employees successful.
Understanding your top performers helps you find more of
them.
Also, think about people in your company that are
recognizing others all the time. This gives great insight into
current or potential leader- ship that believes in recognition
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one of the fundamental principles of a great leader. One
of Gallup’s Q12 specifies that great leaders recognize
employees once a week.
How about the leaders that aren’t recognizing? With that
data you can also find training opportunities or have one-
on-one conversations to support your recognition and
performance culture.
Companies are beginning to use this type of data to
support performance management and all other elements
of the employee lifecycle. Any insight HR departments and
companies can gain on top or bottom performers can be
used to make decisions that will impact employee and
business success.
The Achievers mission is to Change the Way the World Works. We are accomplishing
this by helping companies around the world recognize and reward posi7ve employee
behaviors on a daily basis resul7ng in higher employee engagement and beHer
business results. With our award-­‐winning technology, unmatched customer service
and industry-­‐leading exper7se we have powered the world’s most successful rewards
and recogni7on programs.
Want to create a culture of recognition? Ask these
questions at your next leadership meeting
What’s our current culture?
Every company has one
What do we want our culture to be?
Establish some core values.
What do we value?
Are we recognizing staff for living our values or company
objectives?
Do our systems and processes help or hinder?
Bolt culture into the way you
measure and maintain the business.
What are our leaders like as role models?
Your culture cannot thrive unless leaders
set an example to inspire employe
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