From “Descriptive” Reporting to “Prescriptive” Actions

January 19, 2017 | By Mike Ryan

The reliance on timely and accurate information has never been more evident than it currently is within reward and recognition program management. The best-in-class operators have evolved from simply capturing data to using it to produce better results. However, many employee recognition leaders still struggle to pinpoint the connection between their program’s focus and their people’s performance.

How do today’s managers do more with the data they have to optimize reward and recognition programs?

In this month’s Performance Perspective, we explore:

  • Using social recognition technology to optimize reward and recognition programs

  • How “Descriptive” reports set the stage for action

  • Graduating from “descriptive” to “diagnostic”

  • Pinpointing opportunities and taking “prescriptive” actions


Madison creates cultures where employees love to work, learn, connect & succeed. 


As a global leader in Social Employee Recognition, Madison delivers intuitive and multi-faceted Recognition, Incentive, and Service Anniversary programs powered by Maestro, our uniquely configurable cloud-based SaaS technology.

With Maestro, our clients use social employee recognition to strengthen the bond between managers and their teams; and the relationship between employees and their companies.


315 Madison Avenue

New York, NY 10017


  • facebook_icon
  • twitter_icon
  • linkedin_icon
  • instagram_icon

MADISON | Copyright ©2020 | All Rights Reserved | Privacy Policy | Terms & Conditions