Employee recognition alone can change your workplace.

CONTACT
Copyright 2016 (c). GearFive, Inc. All Rights Reserved.
Craig Spilker
Chief of Strategy, AMPT
craig@amptnow.com
402-525-6353

How recognition alone can
change the workplace.

THIS IS ME….
I loved
baseball
And I am a
momma’s boy.

THE PREMISE:
WHAT
Recognition alone will
change the workplace as
you know it.
HOW
Natural physiological
responses, and both
learned and un-learned
behavior.
WHY
Giving or receiving
recognition elicits a
powerful, natural
psychological response
which properly motivates
employees.

HOW TODAY SHOULD GO...
Intro
History of
Recognition
Recognition
Tomorrow
(hopefully)
Recognition
Today
Going away

I’ll have three stories to tell you about
how I learned that HR leaders (like you)
have the some of the hardest jobs on
earth.
BY THE END OF THIS TALK….

A BIT MORE ABOUT...
Craig Spilker
The easiest and most effective
way to recognize your
employees in their moments of
greatness.
Social Recognition
C.S.O, AMPTnow.
Recovering Coach
Father
Wannabe Behavioral Economist

WHAT IS RECOGNITION?
The definition:
• The act of knowing who or what someone or
something is because of previous experience
• The appreciation or acclaim for an
achievement service or ability
• The knowledge of something’s
existence (ie awareness)
Source: Gallup Survey, 2014

RECOGNITION IN THE WORKPLACE
In 1948, Arthur Parker Terryberry wrote: “It is my opinion
that a man should be rewarded for the work he has done –
both to quality and quantity – this is fundamentally an
American Principle.”
Began in the Factory
Assembly lines and the
Unions wanted ways to
reward those who served
long tenures.

QUICK PSYCHOLOGY REFRESHER

OUR FIRST ACTIVITY….
THINK OF THE LAST TIME:
Do you remember:
The behavior?
Your company’s core value?
Your value?
You received an award at
work (money, gift, etc).
Think of what you did to
earn it.

WHY WE’RE HERE
Employee Disengagement
Less than 1/3 of employees in the
U.S. are engaged with their work.
Disengagement is directly linked to:
• Increased turnover rates
• Decreased employee empowerment
• Unsatisfying performance results
• Poor team culture

THIS COSTS YOUR COMPANY
ACCORDING TO A 2016 GALLUP POLL:
$450b to $550b
Current cost to U.S. employers because of actively
disengaged employees currently working in their
current positions.

THE COST (CONT’D)
U.S. EMPLOYEES
Forty-one percent believe
this costs their
organization over
$25,000, while 24% said it
cost them more than
$50,000.
84%Would leave their position
for a co. with a great rep
69%Negatively affected by a
bad hire in the past 12
mo’s
U.S. EMPLOYERS

HOW DO LEADERS COMBAT
THIS TODAY?

TRINKETS AREN’T ENOUGH
CURRENT RECOGNITION MARKET VALUE:
$46,000,000,000
Spent on (gold watches, pins, thank-you
awards, placques, etc.), and our research shows
that companies spend between 1-2% of payroll.

WHERE DOES THAT MONEY GO?
87%
TENURE
OF THOSE $$$ SPENT ON
BASED AWARDS

THREE THINGS TO ASK YOURSELF TODAY...
1. How many disengaged employees
do I know of?
2. How much money are we
spending?
3. Is it working?

WHY WOULD RECOGNITION
ALONE MOTIVATE ANYONE?

THE POWER OF PIZZA
Imagine this scenario:
You get three emails: For hard
work done, one says you’ll get a
cash bonus. Another says your
boss will give you a rare
compliment. A third says you’ll
get a voucher for free pizza.
DAN ARIELY, Professor at Duke
University and NYT Bestselling
author, recently studied how to
motivate people.
Which of these would motivate you to get the most done?

DR. ARIELY’s PIZZA STUDY
PIZZA ALONE
6.7%
GAIN IN PROD
BONUS ALONE
13.2%
LOSS IN PROD
COMPLIMENT
ALONE
6.6%
GAIN IN PROD

WHY WAS THIS SO?
When people think about
work from a distance,
they tend to focus too
much on extrinsic
motivation, and too little
on the intrinsic.
*gymgoers
From this study and
others, Ariely points to
something important:
WE ARE IRRATIONAL, PIZZA
LOVING BEINGS

BEHAVIORAL ECONOMY
Daniel Kahneman
WHAT IS BEHAVIORAL ECONOMICS?
In 2002, the Princeton University
Psychologist received the Nobel Prize in
economics for his work with the late Amos
Tversky on the psychology of decision
making
A new field was born: B.E.
Behavioral economics challenges the central premise of classical economic theory
- that individuals will always behave rationally to achieve the best possible
outcome.

LET’S PRACTICE BEHAVIORAL ECONOMICS
What do we do here?

WHY IS B.E. IMPORTANT FOR YOU?
What Dr. Ariely’s studies show is that: We are
not “rational beings” so the same goes for
employees in the modern age.
Leaders must be aware of the way humans
behave and how we are indirectly motivated
in most given situations.
Dr. Dan Ariely, PHD

“Gifts and rewards will not motivate
people the same way that PEOPLE will
motivate other PEOPLE.”
But…..

BUT FIRST A QUICK EXPERIMENT
Where is the person
that I gave the drink to
this morning?

RECIPROCITY THEORY
Robert Cialdini, PHD
Giving is
reciprocal
We, as Humans,
feel better after
giving.
Professor, Author
Influence; The Psychology of
Persuasion

HOW DOES THIS APPLY?
Employees are naturally
motivated to do a good job every
day because a good job given is a
good job reciprocated.
How does this apply to
employee recognition?

REAL QUICK; A SECOND EXPERIMENT
Where is the person
that gave me a ride
here this morning?

AD’s THREE KEYS TO RECOGNITION.
1. Timely
2. Meaingful
3. Social
Aaron Davis
Speaker, Author, AMPT Team
Member.

THE REAL ROI OF ENGAGEMENT
ENGAGED EMPLOYEES:
● 1.6x more likely to bounce back after
sickness/leave
● 2x less likely to look for a new job
● 1.8x more likely to recommend others
to their company.
ENGAGED PHYSICIANS
● Increased outpatient volume by over 17%
● 26% more productive leading to over $460K in
added revenue

23sec
Average time it takes to recognize or
nudge one person on AMPT
THE IMPACT OF RECOGNITION ALONE
6.75hrs
Perceived positive effect on mood, efficiency,
productivity, and motivation after ONE
MOMENT OF RECOGNITION for both the
giver and receiver.

MANAGERS WHO GIVE RECOGNITION?
Managers who recognize their team see consistent greater
output, happiness and engagement from their employees.
When employees are asked to put a $$ amount on
recognition the average amount cited was
$5000

WHAT CAN RECOGNITION ALONE BRING?
ACTIVE USERS ON AMPT:
38%More plan to stay with
their employer for 2+years
64%Fewer plan to leave their
employer in 0-6 months
● Feel happier at work
● Express higher productivity
● More willing to refer employer
to job seekers

WHERE DO YOU START?
1. Do these efforts focus on or involve our core values, mission, and
brand promise with each award?
2. Have we identified quantifiable outcomes to determine our
engagement effort’s effectiveness?
3. Do our employees even like these efforts?
If you answered “No” to any of these questions above then it’s time
to evaluate where your engagement dollars are going.
You are more than likely wasting money.

DID YOU ANSWER NO?
● Do an employee survey, fast.
● Get the exact amount you’re currently spending on your
employee engagement efforts.
● Time to see how creative your leaders are. Take the results of the
survey, the amount of engagement dollars spent and ask your
leadership this one question:
What would you do with this money to make our employees happier
TODAY?

WANT TO START AN EMPLOYEE RECOGNITION
PROGRAM?
1. Create a system that values:
a. In the moment recognition (don’t wait)
b. Uses your core values
c. Allows for each other to “Pay-it-forward” (reciprocity).
2. Keep track of popular or amazing stories and share them often
a. Use a daily meeting to share
b. Use newsletters, emails, social media
3. Only use monetary incentives AFTER recognition has taken place.
a. Have a party = because you like to party!

CAN RECOGNITION ALONE CHANGE THE WORKPLACE?
• Companies overspend on outdated practices
• We are not the “rational beings” we thought we
were (create strategies to match that).
• Employee recognition alone is a cost-effective,
simple and easy way to motivate employees.
• Think pizza, car rides and social stories!
• Engaged employees = MAJOR ROI!

WANT THESE IDEAS AND MORE?
TEXT:
CADENCE
TO
444999
(I won’t spam you, the email comes from me)

MY LAST STORY
(You thought I forgot didn’t you)

CONTACT
Craig Spilker, Chief of Strategy, AMPT
craig@amptnow.com, 402-525-6353

Employee recognition alone can change your workplace.

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