Member RecognitionBegin With The End In Mind                       By:            Jeff Dalton - Paramax & David Carrithers...
“The moment people in an organization arerecognized, they will act to get recognition. Themoment they realize that the org...
Goal Of Session•   What drives successful employee programs•   Clear understanding of a few key steps•   Sharing on what w...
Basics Of Motivation   Positive, Immediate and Certain   Change requires a motivator - what gets rewarded    gets done ...
Basics Of Motivation   Cash is limited in promotion value, long-term    remembrance and excitement   The best programs r...
Maslow’s Hierarchy of Needs   Move beyond the basics   Tap into the psychic   Reward the complete person   People want...
The Behavioral Model   What gets rewarded gets done   Identify the desired behavior modification   Communicate the desi...
The Bell Curve Focus on the middle 80% Move the organization 5% to  10% to the right Top performers will always  perfor...
Employee Program BackgroundTypes of Programs:                              Participants:s  Attendances  Suggestion        ...
Employee Program BackgroundTarget Industries:   Manufacturing                          Program Length:   Utilities      ...
KeepIn Mind• Reward is not  compensation• Under paid cannot be  fixed with a reward  program• Cash can be part of  program...
Rewards AreKey!• Do you truly understand  your employee base  and what motivates  them?• Get beyond “I want  cash” mentali...
Works?Doesn’t                      Does•One size fits all rewards   •Offering reward choice•Complicated rules           •M...
What is a RecognitionWhat Is A Recognition System? System? A Web Portal Provides managers and employees the  opportunity...
Check List Do a review and analysis of all programs/efforts for  past three years – what’s worked/ not worked Survey emp...
Key Program Development Thinking Ease of understanding – what is the behavior Ease of redemption Earning reward in a re...
Thank You!Jeff Dalton, CEO       David Carrithers, PresidentParamax                Affinity Center Internationalhttp://www...
Jeff Dalton   David Carrithers  V2 Member Recognition   Start With The End In Mind Pmx Aci 4 27 12
Jeff Dalton   David Carrithers  V2 Member Recognition   Start With The End In Mind Pmx Aci 4 27 12
Jeff Dalton   David Carrithers  V2 Member Recognition   Start With The End In Mind Pmx Aci 4 27 12
Jeff Dalton   David Carrithers  V2 Member Recognition   Start With The End In Mind Pmx Aci 4 27 12
Jeff Dalton   David Carrithers  V2 Member Recognition   Start With The End In Mind Pmx Aci 4 27 12
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Jeff Dalton David Carrithers V2 Member Recognition Start With The End In Mind Pmx Aci 4 27 12

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Given at HR.com conf. 4-27-12

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  • So many programs are planned with the start in mind – things like rules, or dates, or the processes. The key is to stop and ask “what is the behavior we are trying to drive?” What is the end result that you are trying to create?
  • So many programs are planned with the start in mind – things like rules, or dates, or the processes. The key is to stop and ask “what is the behavior we are trying to drive?” What is the end result that you are trying to create?
  • The other is really understanding the base of the employees and their make up? Who is in the program – who is really in it? Age? Income? Back ground? So many programs try and make one size rewards, one size rules fit all.
  • The other is really understanding the base of the employees and their make up? Who is in the program – who is really in it? Age? Income? Back ground? So many programs try and make one size rewards, one size rules fit all.
  • We need a common understanding of incentives and motivation.
  • I was going to share my experience on Bank on Xerox program and the results being improved by 60% by just focusing on rewards that matter.
  • Jeff Dalton David Carrithers V2 Member Recognition Start With The End In Mind Pmx Aci 4 27 12

    1. 1. Member RecognitionBegin With The End In Mind By: Jeff Dalton - Paramax & David Carrithers Affinity Center International April 27, 2012 3:00 PM to 4:00 PM
    2. 2. “The moment people in an organization arerecognized, they will act to get recognition. Themoment they realize that the organization rewardsfor the right behavior, they will accept it.” PeterDrucker - WSJ
    3. 3. Goal Of Session• What drives successful employee programs• Clear understanding of a few key steps• Sharing on what works and what doesn’t• How to start your thinking & why• A little effort up front has huge payoff• Change is the only constant
    4. 4. Basics Of Motivation Positive, Immediate and Certain Change requires a motivator - what gets rewarded gets done Award needs to have meaning and be beyond the living basics Focus on moving the 80% on the Bell Curve of an organization to the right 5% to 10% A good program needs communications, program administration and the right awards Employee programs need to take into account the full potential earnings and desired behaviors 8
    5. 5. Basics Of Motivation Cash is limited in promotion value, long-term remembrance and excitement The best programs reward the whole chain - employee, channel and customers Make sure the reward is truly a reward. 9
    6. 6. Maslow’s Hierarchy of Needs Move beyond the basics Tap into the psychic Reward the complete person People want to feel recognized 10
    7. 7. The Behavioral Model What gets rewarded gets done Identify the desired behavior modification Communicate the desired state What gets tracked gets repeated Reward the outcomeDo ThisGet That! 11
    8. 8. The Bell Curve Focus on the middle 80% Move the organization 5% to 10% to the right Top performers will always perform Turn those just below the top into top performers 12
    9. 9. Employee Program BackgroundTypes of Programs: Participants:s Attendances Suggestion s Tend to be non sales,s Quality such as production ands Safety services Service Anniversarys Employee/Sales Referrals s Safety focuses ons Honor & Recognition drivers, service repairs Productivitys Teambuilding personnel, &s Customer Service manufacturing plants Gift employeess Training/Certifications Consolidated “Umbrella” 13
    10. 10. Employee Program BackgroundTarget Industries: Manufacturing Program Length: Utilities s Longer-term up to 1 year Telecommunications (w/ monthly/quarterly Healthcare payouts) Financial s Lends to yearly renewals Automotive Service Average Payout:Typical Owners Of Programs: s Smaller payout than sales Human Resources or programs Personnel Director Quality Officer s $200-$300/year for single Director of Safety, Loss Prevention programs General Manager, Manufacturing Plant 14
    11. 11. KeepIn Mind• Reward is not compensation• Under paid cannot be fixed with a reward program• Cash can be part of program mix but no more than 20%Surveyed 1,000 people and asked “Have you ever received a cash reward from your employer and if so what did you do with the cash?”
    12. 12. Rewards AreKey!• Do you truly understand your employee base and what motivates them?• Get beyond “I want cash” mentality to what they want to gain access to what truly motives the employee• Liberate the award earner – give them choiceSurveyed 1,000 employees on rewards
    13. 13. Works?Doesn’t Does•One size fits all rewards •Offering reward choice•Complicated rules •Mixing recognition with•Manual tracking incentivesprograms •The whole organization•One program at a time into the program (peer tofocused peer, cost savings, top•Doing too much with too performer, etc.)little •A program not a one time event
    14. 14. What is a RecognitionWhat Is A Recognition System? System? A Web Portal Provides managers and employees the opportunity to send accolades, thank- you’s, acknowledgments & appreciation to each other Provides information to all employees in all aspects of the Recognition Program Provides 2 way communication with management with survey and quiz/training tools Provides an awards catalog for tangible awards
    15. 15. Check List Do a review and analysis of all programs/efforts for past three years – what’s worked/ not worked Survey employees to find out what motivates them (beyond cash) and be honest with yourself Do you have a platform for your program that makes it easy on you and the organization to motivate behavior Clearly define the behavior(s) you want to see and is the program driving these results and is this clear to the employee
    16. 16. Key Program Development Thinking Ease of understanding – what is the behavior Ease of redemption Earning reward in a reasonable time frame Do you understand what motivates your employees Is the reward befitting of the behavior change More than rewards - recognition
    17. 17. Thank You!Jeff Dalton, CEO David Carrithers, PresidentParamax Affinity Center Internationalhttp://www.pmx.com www.AffinityCenter.com732 224 1048 Ext 18 707-484-3620jdalton@pmx.com david.carrithers@affinitycenter.com

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