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Recognition blueprint webinar
 

Recognition blueprint webinar

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    Recognition blueprint webinar Recognition blueprint webinar Presentation Transcript

    • BUILDING CULTURE & ENGAGEMENTTHROUGH RECOGNITIONRECOGNITION
    • THAD PETERSONDirector, Product & Content Marketing@thadpetersonLYNETTE SILVARecognition Consultant & Analystlynette.silva@globoforce.com
    • Globoforce is the leader in socialrecognition.Our clients get results—dramaticimprovements in employeeengagement, employee retentionand measurable adoption ofcorporate culture.100+COUNTRIES1.5MACTIVEEMPLOYEEUSERS25M+REWARDOPTIONS1-3MONTHS TOFULLADOPTION15+%INCREASES INEMPLOYEEENGAGEMENT100%PURESOFTWARE ASA SERVICEAbout GloboforceABOUT GLOBOFORCE
    • “The deepest principle inhuman nature is the craving tobe appreciated.”- William James4
    • POLL: Which of the following would youexpect to improve through recognition?(Check all that apply)5 Engagement Retention Understanding of company values Employee satisfaction scores Emotional commitment to the organization Financial results of the company
    • RECOGNITION DRIVES RESULTSINDUSTRY ANALYSTS AGREE:14%better customer service atcompanies with effectiverecognition60%increase in engagementfrom recognizing employeeperformance63%higher success rate onproductivity from engagedcompanies31%lower turnover at companieswith effective recognition17xmore engagement fromemployees who clearlyunderstand company values15%boost in engagementcorrelates with a 2% increase inoperating margin
    • BEST PRACTICESFOR RECOGNITIONPROGRAMS
    • BEST PRACTICES FOR RECOGNITION1. Create one universal program.2. Level the recognition field.3. Offer a broad winner’s circle.4. Give timely, specific recognition.5. Link to company core values.6. Gain support of senior level execs.7. Invest 1% or more of payroll.8. Put it in the palms of their hands.9. Provide proportionate, local awards.10. Brand your culture11. Leave cash off the table12. Communicate and train13. Make it social & peer-to-peer14. Monitor and measure15. Leverage crowdsourced data
    •  Make globally accessible and equitable Ensure it is easy, intuitive and fast to use Streamline and centralize administrationCREATE ONEUNIVERSALPROGRAM.
    •  Empower all employees to recognize Inspire multi-directional recognition Remove departmental silosLEVEL THERECOGNITIONFIELD.
    •  Replace exclusive awards with inclusive ones Touch 80%+ employees with recognition Use frequent, lower value awardsOFFERA BROADWINNERS’CIRCLE.
    •  Provide consistent, ongoing feedback Recognize 5-8% of employees per week Do not limit feedback to once a quarter or once a yearGIVE TIMELY,SPECIFICRECOGNITION.
    • POLL: In your opinion, do youremployees understand and buy into yourcompany’s core values?YES NO✓ ✗
    • POLL: Is your recognition program tiedto your company’s core values?14YES NO✓ ✗
    •  Make organizational values practicable Connect awards to core values and goals Use data to measure performance of valuesLINK TOCOMPANYCORE VALUES& OBJECTIVES.
    •  Cultivate senior executivelevel champions Have executives kick off thelaunch Encourage executives torecognize oftenGAIN SUPPORTOF SENIORLEVEL EXECUTIVECHAMPIONS.
    •  Dedicate at least 1% of payroll to recognition Find money for recognition in ineffective legacyprogramsINVEST 1% ORMORE OFPAYROLL.
    • 18
    •  Offer a full array of mobile apps Make sure employees can nominate,approve, congratulate and redeem fromthe road Capture all activity from mobilerecognitionPUTRECOGNITION INTHE PALMS OFTHEIR HANDS.
    •  Include local redemption for employees everywhere Keep award value equal for all employees Offer infinite choice to ensure relevance to all culturesPROVIDEPROPORTIONATELOCAL AWARDSFOR ALLREGIONS.
    •  Tie your recognition brand to your company brand Create something people can connect with Connect with your brand promise and valuesBRANDYOURCULTURE.
    •  Offer six tiers of reward levels Avoid awards with low or no value If you must use cash, limit to $1500 awards and aboveLEAVE CASHOFF THE TABLE.
    •  Build a solid training and communications plan Include the program in recruitment and onboarding Send periodic reminders to managers and employees toremind them to notice and recognize great behaviorCOMMUNICATEAND TRAINYOUR PEOPLE.Email reminder for mgr
    •  Allow everyone to recognize everyone Put recognition on a public feed so people can see whatbehavior gets rewarded and praised Extend the recognition moments with publiccongratulations from peersMAKE ITSOCIAL.MAKE ITPEER-TO-PEER.
    •  Gather the same data from all areas of the business Eliminate “rogue” recognition programs Merge programs such as service, wellness and R&RMONITORANDMEASURE.
    •  Facilitate talent management Discover cultural energizers and plan succession Include crowdsourced data in annual performancereviewsLEVERAGEYOURCROWDSOURCEDDATA.
    • WEBINAR:THE CROWDSOURCEDPERFORMANCE REVIEW27JUNE 25TH | 1PM
    • BEST PRACTICES FOR RECOGNITION1. Create one universal program.2. Level the recognition field.3. Offer a broad winner’s circle.4. Give timely, specific recognition.5. Link to company core values.6. Gain support of senior level execs.7. Invest 1% or more of payroll.8. Put it in the palms of their hands.9. Provide proportionate, local awards.10. Brand your culture11. Leave cash off the table12. Communicate and train13. Make it social & peer-to-peer14. Monitor and measure15. Leverage crowdsourced data
    • 93%say recognition helpsmotivate them to sustainhigher performance88%Increase in employeesatisfaction withrecognition14PTincrease in employeeengagement29GLOBOFORCE RESULTS13%increase inemployee retention
    • QUESTIONS?Globoforce Blog:www.globoforce.com/gfblogRecognize This! Blog:www.recognizethisblog.comSUBSCRIBE TO OURTHOUGHT LEADERSHIP