Pitching things like rewards recognition programs internally probably feels like a familiar struggle to HR professionals.

HR teams are on the front lines of the employee experience. Their work is heroic, frequently thankless, and, let’s face it: sometimes overwhelming. Especially when requests for new initiatives that can help (e.g., rewards recognition programs) seem to be met with scrutiny by the entire C-suite.

The YouEarnedIt team has helped companies rethink rewards recognition programs and improve the overall employee experience for years, so our consultants are familiar with common reasons HR leaders feel reluctant to pitch them internally. As an HR leader, do these internal monologues sound familiar to you?

“How will I get budget approval for this? Our execs already think of HR as a cost center.”

“I’m reluctant to bring this up. We’ve been burned by programs that no one’s adopted before.”

“How will this integrate with all the tech we already use? Setup might be a huge hassle.”

If so, our team has outlined some simple steps for using a tried-and-tested method for pitching rewards recognition programs below. For more in-depth information, be sure to view our webinar covering how to pitch employee experience software to your C-suite.

Step 1: Find Your ROI

Before you pitch reward recognition programs internally, set the stage for the conversation. Which major goals or bottom-line business metrics will be impacted by this?

Eyes on the KPIs: Find or estimate your current baseline for KPIs the HR department is responsible for. What’s the adoption rate and current cost of employee rewards and recognition efforts?

Room to improve: Administrative time, employee satisfaction scores, and even turnover are affected by rewards recognition programs. Get baseline estimates of these as well — they will be important for the broader pitch, and improving these numbers creates significant ROI for the program.

Step 2: Build Your Business Case

With your KPI baselines and potential ROI in hand, it’s time to do your homework. Vet the rewards recognition programs you are considering carefully. Bring questions like these to each vendor so you can quickly compare them, and ditch vendors who cannot answer them quickly and sufficiently:

  • How much training and admin time will we need to use this program?
  • What IT resources will we need to get it up and running?
  • Does this integrate with other HR technologies we’re using?
  • How secure will this solution be with our employee and integration data?
  • What’s the ease of use, and can we see a demonstration?
  • Will this be a culture fit with our company’s other programs and core values?
  • What kinds of adoption rates are their other customers seeing?
  • Are there hidden fees, markups, or tax implications beyond the sticker price?

Vet the rewards recognition programs you are considering carefully.

Related: Need a step-by-step guide to comparing rewards recognition programs while shopping around? Download this Recognition and Rewards Buyer’s Guide.

Step 3: Pitch Perfect

With your homework out of the way, it’s time to pass the test. In our experience, executives have some form of the questions below every time a company vets rewards recognition programs internally. With your ROI and business case on hand, the answers will come quite easily:

Questions from the CFO:

Will this be another thing our company pays for that no one uses?

How do rewards recognition programs benefit us financially?

Does this this impact our existing budget, and are there tax implications with this employee rewards solution?

Questions from the CHRO:

Our department has been burned by low adoption before. Why will this be different?

Will this be difficult to train admins on or integrate into our other HR tech?

How long will this take to set up, and do we have the admin resources needed for it moving forward?

Why do we need this now, and what is the ROI for the HR department?

Questions from the CTO:

Will we need massive IT and engineering resources to turn this on?

What if this technology is misused? Can employees game the system with rewards recognition programs?

How secure is this technology with our company and employee data?

Learn More in this Webinar

Want more help earning a seat at the table when considering reward recognition programs? View our webinar, “Pitching an Employee Experience Platform to Your C-Suite” for in-depth answers to executive questions, example pitches, and takeaways that expand on the steps outlined above.

Pitch Reward Recognition Programs and More in This YouEarnedIt Webinar

About YouEarnedIt
YouEarnedIt is the employee experience platform powered by the science of motivation and the mission of improving the lives of employees everywhere, one company at a time. Founded in 2013, YouEarnedIt grows company culture and improves bottom-line performance metrics through its robust engagement platform that delivers recognition, rewards, incentives, and team insights. Named to Entrepreneur Magazine’s list of Best Company Cultures in 2017, the Austin-based SaaS company and its technology platform are built on the four pillars of employee experience: connection, meaning, impact and appreciation. To request a demo, visit www.youearnedit.com/demo.

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Skyler Rogers