Contributions on other sites this month you may be interested in – click through for the full stories.

Compensation Cafe: 3 Reasons Why Recognition Is a Powerful Component of Total Rewards (July 20)

Taking my inspiration from an interview with Exelon Corporation CEO John W. Rowe, I give three reasons why employee rewards should be included in a total rewards programme:

   1. Recognition and reward reinforce desired messages more frequently and more clearly.
   2. Specific recognition based on company values – encouraged and sponsored by the CEO – extends the CEO’s ability to influence thousands of individuals.
   3. Regular reinforcement of key values through recognition is more effective than waiting to do so through a promotion.

Compensation Cafe: Balancing Process and Outcomes – How “Silo” Thinking Can End Up Rewarding the Wrong Thing (July 11)

Organisations that implement employee recognition and reward programmes usually do so with the best of intentions. However, company leaders and HR pros must think through possible scenarios to be sure they are rewarding the right things. Avoiding silo creation and balancing process and outcomes are the two critical areas to always keep in mind in recognition and reward programme planning.

The HR Director: Making Metrics Work Harder (July 2011)

My article on metrics that matter in employee recognition and reward programmes appeared in this month’s issue of The HR Director. Every employer knows that the mood of their workforce affects business performance, but few measure how employee engagement impacts the bottom line. If recognition employee recognition is linked to company values and strategic objectives, then metrics will help executives determine which divisions of the business, regions or teams fully understand what the company is working towards. Recognition Has Global Difference (July 4)

I did not write this article, but I am quoted in it discussing the importance of having one global strategic recognition programme: “Many organisations continue to have adhoc, disparate recognition schemes that are completely different in France, the UK or the US. This is not acceptable any more because it is possible to do things in a unifying way. In my experience, the only criterion for needing recognition is being a human being.” Click through to read an excellent case study of Globoforce client Symantec as well.