Workforce Recognition Provider Offers Five Best Practices for Successful Change Management
New York, NY. April 3, 2012 — In today’s rapidly morphing business environment, Madison Performance Group, a global web-based workforce recognition and employee incentives solution provider, is advocating HR leaders to lead the charge in their organizations’ change management initiatives and drive positive outcomes with workforce recognition. Madison today released a Performance Perspective on this topic, titled “Change Management: A New Role for Employee Recognition Programs?”
“Success in today’s business climate demands swift strategy changes, but communication missteps and a failure to motivate employees to adapt is causing most change initiatives to fall short and, ultimately, harming employee engagement,” said Mike Ryan, Madison Performance Group’s Senior Vice President of Client Strategy. “Using reward and recognition programs to enact organizational change gives progressive HR leaders another role at the executive table where they are actively partnering with other business leaders.”
Madison recommends five best practices for HR leaders to own the change management function and prove success:1) Partner with executive peers to identify the financial rational behind the change;2) Know the goal-point adoption and utilization levels, benchmarks and timeframes;3) Create a robust communications and reward plan that reinforces the employee’s role in making the transition;4) Depending on the scope of the initiative, communicate the change and adoption plan before it is formally introduced; and5) Address the personal potential for employees and acknowledge early adopters.
“HR leaders have an opportunity to leverage their employee recognition and rewards programs to ensure change management helps organizations evolve and boost their bottom line,” added Ryan.
With a 38-year history and established reputation for delivering market-leading recognition tools to the Global 2000 marketplace, Madison Performance Group helps organizations use strategic recognition to increase employee engagement, retain talent, foster innovation and create brand ambassadors. Madison’s scalable and configurable platform allows large organizations to integrate multiple workforce recognition programs and tailor segmented communications, goals and rewards programs through its simple rules-based modules.
Media Contact:Meggan MansonYoung & Associates301-371-6995megganm@yapr.com
As a global leader in Social Recognition, Madison delivers intuitive and multi-faceted Recognition, Incentive and Service Anniversaryprograms powered by Maestro, their uniquely configurable cloud-based SaaS technology. Recognition Group Travel, Concierge Travel Arrangements and Corporate Meetings are an integral part of these capabilities. Designed to solve an organization’s unique business issues, Madison’s approach encompasses the totality of a company’s performance drivers and focuses on the individuals responsible for ultimate success–employees, sales and channel partners.
Madison’s performance and sales boosting methods coupled with powerful analytics and innovative solutions give management the power to purposefully engage an audience; measurably identify leadership traits; effectively motivate tangible potential; and sharply incent individuals. Leveraging scientific principles to guide desirable change of human behavior and elevate performance, Madison has been helping clients do more by encouraging their audiences to achieve more for 40 years.
For more information:MadisonEmail: info@madisonpg.comPhone: 866.535.2543Fax: 212.308.0646www.madisonpg.com
