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KeyAnna Schmiedl points to a Workhuman initiative where recognition messages quietly shifted from celebrating progress to describing the work as "disentangling a ball of wires," weeks before anyone raised it in a status meeting.
The Chief Human Experience Officer at Workhuman breaks down why recognition data is a more honest, real-time signal of strategy execution than an engagement survey, why a stated company value means nothing until employees are actually recognized for practicing it, and why she built the company's approach to AI adoption around asking employees what they already wanted before writing a single policy.
The Chief Human Experience Officer at Workhuman breaks down why recognition data is a more honest, real-time signal of strategy execution than an engagement survey, why a stated company value means nothing until employees are actually recognized for practicing it, and why she built the company's approach to AI adoption around asking employees what they already wanted before writing a single policy.
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