0
Employee Recognition
That Works!
Successful Motivation
Mary Anne Shew
Business Vitality LLC
RBA HR Exec Forum
4/1/2014
2
Happy employees =
productive employees
Your Dream
3
Self-motivation versus
external “nagging”
Your Dream
4
Creativity unleashed
Your Dream
5
Budget pressures
Problem
6
Deadline pressures
Problem
7
Raises / bonuses /
promotions in short supply
Problem
8
Solution: Think Differently
9
The Motivation
Match-Up
10
Understand Six
Universal Motivators
Organize Rewards to
Support Motivators
Match Rewards with
Employees
The Motivation
...
11
Mary Anne Shew
2nd Career: 1999-today
Web Site Design/Development
3rd Career: 2005-today
Internet Consulting &
Business...
1. Understand Six Motivators
2. Organize Rewards
3. Match with Employees
12
What we’ll cover
Preface: Set Context
13
Context is everything…
14
Employee turnover costs
(See Employee Turnover Cost Handout)
What could your company do
with an extra $54,000+ every ye...
15
Employee turnover costs
Out-of-Pocket “Hidden” / Unmeasured
Lost training that will have to
be repeated
Impact of no on...
16
Recognizing and valuing
Recognition Valuing
Acknowledge good work,
appreciate efforts
Appreciate worth of
someone; hold...
17
Recognizing and valuing
“I receive recognition when I do good work.”
• Across industries and countries: Average
score i...
18
Recognizing and valuing
To recognize employees To make them feel valued
Identify outstanding customer
service
Actively ...
R&R is part of a system
19
Engaged
Enabled
Energized
Attachment to the
company and
willingness to give
discretionary effor...
20
R&R is part of a system
What are you rewarding?
1. If focus is on vital
behaviors that have
intrinsic satisfaction, and...
21
R&R is part of a system
Vital behavior is the key concept
• A high-leverage behavior that
makes the difference
• What d...
22
Examples of Vital Behavior
Weight loss: Lost 30 lbs and kept it off
for 6+ years
• Exercised on home equipment
• Ate br...
23
Examples of Vital Behavior
Epidemic: Eliminated infectious worm
spread through drinking water
• Strained all drinking w...
24
Who’s On Your Front Lines?
Supervisors
and
Managers
25
What are their vital behaviors?
The Diminisher
• Somewhat irresponsible, not trusted
• Uses blame instead of accountabi...
26
Leadership
Management
Supervision
Emotional IQ
Communication
Goal Setting
Time
Management
Conflict
Management
Research
...
Build it starting from the top down
If senior management doesn’t
exhibit R&R vital behavior
themselves, first-line manager...
28
• Individuals—regardless of rank, title,
expertise, or tenure—freely and
readily recognize one another’s
contributions
...
29
(See Handout Page 5)
Culture of recognition
TRUST is a key foundation for
effective rewards and
recognition
• Four comp...
Part 1
30
Understand Six
Universal Motivators
An internal process that makes a
person move toward a goal
• Can’t be directly observed
• Can only infer from behavior
• I...
Three internally-focused
• Material possessions
• Self-improvement
• Sense of mission
32
Part 1
Six Universal Motivators
(...
Three externally-focused
• Personal relationships
• Sense of belonging
• Status and recognition
33
Part 1
Six Universal Mo...
Everyone is motivated to some level by all six
motivators, some more strongly than others.
Placing too much importance on ...
People with a more balanced motivation
mix tend to have more motivators to which
they are drawn.
These people respond to a...
People with a more focused motivation mix
tend to have fewer motivating forces.
This means they often respond more
intense...
How to know what works?
Get to know your people
• Ask them what they like and want
• Surveys, 1-1 or group discussions,
as...
Part 2
38
Organize Rewards to
Support Motivators
Principles of reward
• You get what you reward
• Must be in response to
something significant
• Timely, specific, meaningf...
40
R&R is an ongoing investment
• Mostly of time and thought
• Do free things first
• Invest in teaching “valuing” behavio...
41
Consider having an employee
group organize R&R awards and
events.
• Teach them to incorporate the six
types of motivati...
42
Why go through all
this?
Outperform Competitors
43
“Companies that
manage people
right will outperform
companies that
don’t by 30-40%.”
--Jeffrey P...
Retain Top Talent
44
Cost to replace
employee with
salary up to $75K:
20% of salary
--2012 Study by
Center for
American Pr...
45
Inspire Engagement
“Effectively recognizing
performance can increase
employee engagement by
almost 60%.”
--Towers Watso...
46
Values Visible in Behavior
“Companies with
values-based
strategic
recognition, 91%
of employees feel
they have strong
g...
We’re in the home stretch…
47
Part 3
48
Match Rewards with
Employees
The best recognition is FREE
49
Part 3
Match Rewards to Employees
To recognize employees To make them feel valued
Identify...
50
Part 3
Match Rewards to Employees
1501 is a comprehensive, well-written, easy-
to-read handbook for all aspects of rewa...
51
Part 3
Match Rewards to Employees
Use the 1501 book to
• Select ideas that fit your culture,
budget, and employees’
int...
52
Part 3
Match Rewards to Employees
Then
• Let employees choose a reward
from what you’ve chosen
(when appropriate), or t...
53
Part 3
Match Rewards to Employees
Page Idea From Book 1501 Ways to Reward
Employees
Matching
Motivator
443 Reward emplo...
54
Summary: The Motivation
Match-Up
Engaged
Enabled
Energized
Reward and recognition
is part of a system
• Valuing employe...
55
Understand Six
Universal Motivators
Organize Rewards to
Support Motivators
Match Rewards with
Employees
Summary: The Mo...
56
Successful Motivation
Resources
Influencer: The Power to
Change Anything
1501 Ways to
Reward Employees
The Thin Book of...
57
Mary Anne Shew
www.BizVitality.com | 585-746-9140
mashew@BizVitality.com
Wishing You
Motivation Success!
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Successful Motivation: Employee Recognition That Works!

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Understand six universal human motivators, organize your company reward system to support them, and match rewards to employees.

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Transcript of "Successful Motivation: Employee Recognition That Works!"

  1. 1. Employee Recognition That Works! Successful Motivation Mary Anne Shew Business Vitality LLC RBA HR Exec Forum 4/1/2014
  2. 2. 2 Happy employees = productive employees Your Dream
  3. 3. 3 Self-motivation versus external “nagging” Your Dream
  4. 4. 4 Creativity unleashed Your Dream
  5. 5. 5 Budget pressures Problem
  6. 6. 6 Deadline pressures Problem
  7. 7. 7 Raises / bonuses / promotions in short supply Problem
  8. 8. 8 Solution: Think Differently
  9. 9. 9 The Motivation Match-Up
  10. 10. 10 Understand Six Universal Motivators Organize Rewards to Support Motivators Match Rewards with Employees The Motivation Match-Up
  11. 11. 11 Mary Anne Shew 2nd Career: 1999-today Web Site Design/Development 3rd Career: 2005-today Internet Consulting & Business Coaching 1st Career: IT (Software)
  12. 12. 1. Understand Six Motivators 2. Organize Rewards 3. Match with Employees 12 What we’ll cover Preface: Set Context
  13. 13. 13 Context is everything…
  14. 14. 14 Employee turnover costs (See Employee Turnover Cost Handout) What could your company do with an extra $54,000+ every year? For 75-person company, 10% annual turnover of $30K-salary employees costs $54,000 per year, not including cost of productivity losses.
  15. 15. 15 Employee turnover costs Out-of-Pocket “Hidden” / Unmeasured Lost training that will have to be repeated Impact of no one doing that job for 1+ months: Customer satisfaction, etc. Recruiting costs Manager focused on new hire versus existing staff, projects Candidate costs: Travel, meals, hotel Team has to pick up the slack until replacement hired New hire onboarding costs: Relocation, training Time it takes for new employee to fully ramp up (See Employee Turnover Cost Handout)
  16. 16. 16 Recognizing and valuing Recognition Valuing Acknowledge good work, appreciate efforts Appreciate worth of someone; hold in high esteem Tied to what we do, not who we are Acknowledge not just for tasks but for intrinsic worth For successfully completing a project Letting someone know you’re glad they’re on the team, and it wouldn’t be as good without them Event-driven (singular experience) Environment-driven (sustained) Shows up as driver of employee engagement 30% of the time Shows up as driver of employee engagement 85% of the time It’s a difference in experience
  17. 17. 17 Recognizing and valuing “I receive recognition when I do good work.” • Across industries and countries: Average score is 55% favorable • For top 10% of companies: 66% • But rest of their scores in 80-90% range • So even they don’t do as well as they could in recognition “I feel valued as an employee of this company.” • When asked, average score is 41% favorable, 32% unfavorable
  18. 18. 18 Recognizing and valuing To recognize employees To make them feel valued Identify outstanding customer service Actively solicit people’s thoughts Look at team performance Recognize real contributions Train supervisors for appropriate day-to-day recognition Allow open discussion Encourage initiative, risk-taking Show respect: No bullying, yelling, trivializing, patronizing, deceiving Ensure job performance and pay are linked Let people have input to the decisions that affect them Be transparent and fair Discuss expectations and responsibility Build culture of celebration over competition Explain why they are important to success of company
  19. 19. R&R is part of a system 19 Engaged Enabled Energized Attachment to the company and willingness to give discretionary effort A local work environment that supports productivity and performance Individuals’ physical, interpersonal, and emotional well-being at work Well- functioning equipment Necessary supplies on hand Effective work processes Clear direction from supervisors Clear priorities Effective teams Respectful colleagues Expectations balanced against pressures Attitude towards immediate manager Senior leadership Work/life balance Goals and Objectives Company image
  20. 20. 20 R&R is part of a system What are you rewarding? 1. If focus is on vital behaviors that have intrinsic satisfaction, and 2. Social support is in place for vital behaviors, 3. THEN external rewards work well. Engaged Enabled Energized
  21. 21. 21 R&R is part of a system Vital behavior is the key concept • A high-leverage behavior that makes the difference • What does a person do that gets the desired outcome? • Reward a vital behavior, and the outcome will take care of itself
  22. 22. 22 Examples of Vital Behavior Weight loss: Lost 30 lbs and kept it off for 6+ years • Exercised on home equipment • Ate breakfast • Weighed themselves daily
  23. 23. 23 Examples of Vital Behavior Epidemic: Eliminated infectious worm spread through drinking water • Strained all drinking water • Kept infected people away from water source • Entire village took responsibility for compliance
  24. 24. 24 Who’s On Your Front Lines? Supervisors and Managers
  25. 25. 25 What are their vital behaviors? The Diminisher • Somewhat irresponsible, not trusted • Uses blame instead of accountability The Neutralizer • Gets work done at level specified • Frequently invokes authority (no personal power) The Enhancer • Self-confident, respected, accountable, trusted • Brings more to the organization than is paid for (See Handout Pages 2-3)
  26. 26. 26 Leadership Management Supervision Emotional IQ Communication Goal Setting Time Management Conflict Management Research Manufacturing Engineering Production Product/Service Marketing Sales Finance Accounting IT How prepared are they for their jobs? Job:Managing people Promoted time They started career here Job: Doing the work Now need to do these
  27. 27. Build it starting from the top down If senior management doesn’t exhibit R&R vital behavior themselves, first-line managers won’t believe it’s an important part of their own job either 27 Culture of recognition
  28. 28. 28 • Individuals—regardless of rank, title, expertise, or tenure—freely and readily recognize one another’s contributions • Thoughtful, timely, personal • Keep it fresh and meaningful • Avoid “rote recognition” that has no real purpose or thought behind it Culture of recognition
  29. 29. 29 (See Handout Page 5) Culture of recognition TRUST is a key foundation for effective rewards and recognition • Four components of trust: Sincerity, Reliability, Competence, Caring • If Caring (a.k.a. “valuing”) is missing, R&R efforts will likely not pay off as you hope, even if other 3 components are in place
  30. 30. Part 1 30 Understand Six Universal Motivators
  31. 31. An internal process that makes a person move toward a goal • Can’t be directly observed • Can only infer from behavior • Internal: Survival, pleasure, achievement • External: Money, award, connection to others 31 Part 1 What is motivation?
  32. 32. Three internally-focused • Material possessions • Self-improvement • Sense of mission 32 Part 1 Six Universal Motivators (See Handout Page 4)
  33. 33. Three externally-focused • Personal relationships • Sense of belonging • Status and recognition 33 Part 1 Six Universal Motivators (See Handout Page 4)
  34. 34. Everyone is motivated to some level by all six motivators, some more strongly than others. Placing too much importance on any one motivator will cause that person to over- focus on that motivation. These motivators can be measured by an assessment. 34 Part 1 Six Universal Motivators
  35. 35. People with a more balanced motivation mix tend to have more motivators to which they are drawn. These people respond to a wider rage of rewards. 35 Part 1 Six Universal Motivators
  36. 36. People with a more focused motivation mix tend to have fewer motivating forces. This means they often respond more intensely to them. 36 Part 1 Six Universal Motivators
  37. 37. How to know what works? Get to know your people • Ask them what they like and want • Surveys, 1-1 or group discussions, assessments • Experiment • No single way to reach everyone The Generations: See Handout p. 6 37 Part 1 Six Universal Motivators (See Handout Page 5)
  38. 38. Part 2 38 Organize Rewards to Support Motivators
  39. 39. Principles of reward • You get what you reward • Must be in response to something significant • Timely, specific, meaningful • Immediate manager has huge impact 39 Part 2 Organize Rewards
  40. 40. 40 R&R is an ongoing investment • Mostly of time and thought • Do free things first • Invest in teaching “valuing” behavior Evaluate what you already have in place for impact • Get anonymous employee feedback through survey Part 2 Organize Rewards
  41. 41. 41 Consider having an employee group organize R&R awards and events. • Teach them to incorporate the six types of motivation and match generational appeal • Give them copies of 1501 Part 2 Organize Rewards
  42. 42. 42 Why go through all this?
  43. 43. Outperform Competitors 43 “Companies that manage people right will outperform companies that don’t by 30-40%.” --Jeffrey Pfeffer, Stanford Business School Professor 2012 Industry Profit Margins 2.9% Food & Staples Retailing 19.5% Pharma, BioTech, Life Sciences 8.4% Capital Goods 20.2% Software& Services Impact on your company?
  44. 44. Retain Top Talent 44 Cost to replace employee with salary up to $75K: 20% of salary --2012 Study by Center for American Progress
  45. 45. 45 Inspire Engagement “Effectively recognizing performance can increase employee engagement by almost 60%.” --Towers Watson Report: http://bit.ly/1bQv499 Engaged Enabled Energized
  46. 46. 46 Values Visible in Behavior “Companies with values-based strategic recognition, 91% of employees feel they have strong grasp on goals and objectives.” --Globoforce.com Respect Account- ability Integrity
  47. 47. We’re in the home stretch… 47
  48. 48. Part 3 48 Match Rewards with Employees
  49. 49. The best recognition is FREE 49 Part 3 Match Rewards to Employees To recognize employees To make them feel valued Identify outstanding customer service Actively solicit people’s thoughts Look at team performance Recognize real contributions Train supervisors for appropriate day-to-day recognition Allow open expression Encourage initiative, risk taking Show respect: No bullying, yelling, trivializing, patronizing, deceiving Ensure job performance and pay are linked Let people input to the decisions that affect them Be transparent and fair Discuss expectations and responsibility Build culture of celebration over competition Explain why they are important to success of company
  50. 50. 50 Part 3 Match Rewards to Employees 1501 is a comprehensive, well-written, easy- to-read handbook for all aspects of reward and recognition • The ideas listed were implemented at hundreds of companies across many industries 1501 Ways to Reward Employees
  51. 51. 51 Part 3 Match Rewards to Employees Use the 1501 book to • Select ideas that fit your culture, budget, and employees’ interests • Organize the ideas to match the motivators
  52. 52. 52 Part 3 Match Rewards to Employees Then • Let employees choose a reward from what you’ve chosen (when appropriate), or take a guess yourself • Use humor and fun too
  53. 53. 53 Part 3 Match Rewards to Employees Page Idea From Book 1501 Ways to Reward Employees Matching Motivator 443 Reward employees $10 for every customer compliment they get and deduct $10 for every complaint. Material Possessions 58 Offer employees access to wellness information and workshops. Self- Improvement 63 Have an employee-run environmental issues committee to educate and try ideas both for employees’ personal lives as well as the working environment. Sense of Mission 49 Pal of the Week: Everyone in the department asked to do or say something nice to the person in the course of a week. Personal Relationships 263 Reward when someone they refer (usually a friend) is hired. Another one when new hire stays 6 months. Sense of Belonging 262 Invite employees to your home for a special celebration, and recognize them in front of spouses and colleagues. Status & Recognition
  54. 54. 54 Summary: The Motivation Match-Up Engaged Enabled Energized Reward and recognition is part of a system • Valuing employees sets the stage • How well it works depends on the other parts
  55. 55. 55 Understand Six Universal Motivators Organize Rewards to Support Motivators Match Rewards with Employees Summary: The Motivation Match-Up
  56. 56. 56 Successful Motivation Resources Influencer: The Power to Change Anything 1501 Ways to Reward Employees The Thin Book of Trust: An Essential Primer of Building Trust at Work
  57. 57. 57 Mary Anne Shew www.BizVitality.com | 585-746-9140 mashew@BizVitality.com Wishing You Motivation Success!
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