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Member Recognition - Start With The End in Mind
 

Member Recognition - Start With The End in Mind

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Building a recognition program that drives the desired behaviors and outcomes requires a few key steps to assure that all the effort is not lost due to not following a few simple "pre-launch" efforts. ...

Building a recognition program that drives the desired behaviors and outcomes requires a few key steps to assure that all the effort is not lost due to not following a few simple "pre-launch" efforts. In this session Dalton & Carrithers will share a check list of steps and actions that every successful member recognition program needs to go through and make sure has been thought out. Many programs fail because they do not take the up front time to plan out and understand the desired result and out come – taking into account the tried and true formula of understanding the "Do this get that" and "what gets rewarded gets done" models. How to chose the right rewards and motivations to drive results, etc.

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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.

Member Recognition - Start With The End in Mind Member Recognition - Start With The End in Mind Presentation Transcript

  • Begin With The End In MindBy:Jeff Dalton - Paramax &David Carrithers Affinity Center InternationalApril 27, 2012 3:00 PM to 4:00 PMMember Recognition
  • “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
  • 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
  • Basics Of Motivation Positive, Immediate and Certain Change requires a motivator - what gets rewardedgets done Award needs to have meaning and be beyond theliving basics Focus on moving the 80% on the Bell Curve of anorganization to the right 5% to 10% A good program needs communications, programadministration and the right awards Employee programs need to take into account thefull potential earnings and desired behaviors8
  • Basics Of Motivation Cash is limited in promotion value, long-termremembrance and excitement The best programs reward the whole chain -employee, channel and customers Make sure the reward is truly a reward.9
  • Maslow’s Hierarchy of Needs10 Move beyond the basics Tap into the psychic Reward the complete person People want to feel recognized
  • The Behavioral Model11 What gets rewarded gets done Identify the desired behavior modification Communicate the desired state What gets tracked gets repeated Reward the outcomeDo ThisGet That!
  • The Bell Curve12 Focus on the middle 80% Move the organization 5% to10% to the right Top performers will alwaysperform Turn those just below the topinto top performers
  • Employee Program Background13Types of Programs: Attendance Suggestion Quality Safety Service Anniversary Employee/Sales Referrals Honor & Recognition Productivity Teambuilding Customer Service Gift Training/Certification Consolidated “Umbrella”Participants: Tend to be non sales,such as production andservice Safety focuses ondrivers, service repairpersonnel, &manufacturing plantemployees
  • Employee Program Background14Target Industries: Manufacturing Utilities Telecommunications Healthcare Financial Automotive ServiceTypical Owners Of Programs: Human Resources or Personnel Director Quality Officer Director of Safety, Loss Prevention General Manager, Manufacturing PlantProgram Length: Longer-term up to 1 year(w/ monthly/quarterlypayouts) Lends to yearly renewalsAverage Payout: Smaller payout than salesprograms $200-$300/year for singleprograms
  • KeepIn Mind• Reward is notcompensation• Under paid cannot befixed with a rewardprogram• Cash can be part ofprogram mix but nomore than 20%Surveyed 1,000 peopleand asked “Have youever received a cashreward from youremployer and if so whatdid you do with thecash?”
  • Rewards AreKey!• Do you truly understandyour employee base andwhat motivates them?• Get beyond “I wantcash” mentality to whatthey want to gain accessto what truly motivesthe employee• Liberate the awardearner – give themchoiceSurveyed 1,000 employeeson rewards
  • Works?Doesn’t•One size fits all rewards•Complicated rules•Manual trackingprograms•One program at a timefocused•Doing too much with toolittleDoes• Offering reward choice• Mixing recognition withincentives• The whole organizationinto the program (peerto peer, cost savings,top performer, etc.)• A program not a onetime event
  • What is a RecognitionSystem? A Web Portal Provides managers and employees theopportunity to send accolades, thank- you’s,acknowledgments & appreciation to each other Provides information to all employees in allaspects of the Recognition Program Provides 2 way communication withmanagement with survey and quiz/training tools Provides an awards catalog for tangible awardsWhat Is A Recognition System?
  • Check List Do a review and analysis of all programs/efforts forpast 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 makesit easy on you and the organization to motivatebehavior Clearly define the behavior(s) you want to see and isthe program driving these results and is this clear tothe employee
  • 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 youremployeesIs the reward befitting of the behavior changeMore than rewards - recognition
  • Thank You!Jeff Dalton, CEOParamaxhttp://www.pmx.com732 224 1048 Ext 18jdalton@pmx.comDavid Carrithers, PresidentAffinity Center Internationalwww.AffinityCenter.com707-484-3620david.carrithers@affinitycenter.com