Executive buy-in has been proven to make the critical difference in driving both the adoption and the effectiveness of your employee recognition program. But how do you engage the execs and obtain the support necessary to launch an effective program?

1. JANUARY 29, 2014
HOW TO GET EXECUTIVE
BUY-IN FOR RECOGNITION

2. JOIN THE CONVERSATION:
@globoforce
#hrinfluencers

3. LAURIE
RUETTIMANN
 Writer, Speaker, Cat Lady
 More than 15 years' experience in diverse
and complex corporate human resources
and consulting environments
 @LRuettimann
 http://linkedin.com/in/LaurieRuettimann

4. JENNIFER
MCCLURE
 Strategic Advisor,
Executive Coach,
Obsessed With Horses
 25+ years' experience as an HR & Recruiting
leader, coach & consultant in a variety of
businesses – ranging from small/family-
owned to Fortune 100 companies
 @JenniferMcClure
 http://www.linkedin.com/in/jennifermcclure

5. BUILDING YOUR CULTURE OF RECOGNITION

6. DEFINING RECOGNITION

7. • a driver of engagement and
performance
• an opportunity to reinforce corporate
values
• more motivating with praise AND prize
• more effective when extended beyond
acknowledging tenure alone
• most beneficial in evaluating
performance when incorporating
crowdsourced data
RECOGNITION IS…

8. WHAT IS SOCIAL RECOGNITION?
Employees' program
Viral participation
Everyone on lookout
Positivity flows with work
Community experience
Calibrated award levels

9. RECOGNITION JOURNEY
TACTICAL
Disparate programs
Inconsistent
experiences
Reward distribution
focus
Difficult to measure /
monitor
ENTERPRISE
Consolidated
programs
SaaS
Global experience
Compliant
Reward choice
Measurable
STRATEGIC
Social Recognition®
Viral participation
Everyone on lookout
Positivity flows with
work
MOBILE
Everywhere access
Full program
Virtual rewards
Global support
Native apps
Enterprise security
TALENT
Recognition analytics
Team comparisons
Executive insights to
culture
Integration with
Talent Management
COMMUNITY
Publicize recognition
Colleagues
congratulations
Connections define
community
Broadcast culture

10. MEASURING RECOGNITION

11. INCREASE
ENGAGEMENT
SHRM/Globoforce Spring 2013 Survey Report
Top HR Challenges

12. DRIVE
BUSINESS
RESULTS
“Our research finds that those
organizations with the most
mature employee recognition
approach are 12 times more likely
to have strong business results.”
SOURCE: The Employee Recognition Maturity Model: A Roadmap to Strategic Recognition - Bersin & Associates
12x

13. RECOGNITION GETS RESULTS
31%
lower turnover at companies with
effective recognition
60%
increase in engagement
from recognizing employee
performance
63%
higher productivity from engaged
companies
15%
boost in engagement leads to 2%
increase in operating margin

14. REINFORCE
CORE VALUES
WHICH OF THE FOLLOWING IS MOST LIKELY TO ALIGN YOU
WITH COMPANY VALUES AND CULTURE?
SOURCE: Workforce Mood Tracker – Summer 2013 Report

15. SELLING RECOGNITION
(Gaining Executive Buy-In)

16. BUILDING A
BUSINESS CASE
1. Executive Summary
2. Problem Statement
3. Analysis
4. Solution Options
5. Preferred Solution
6. Cost-Benefit Analysis
7. Recommendations
8. Implementation Plan

17. HIGH IMPACT
RECOGNITION
HAS BEING RECOGNIZED CREATED A POSITIVE CHANGE IN
YOUR BEHAVIOR IN ANY OF THE FOLLOWING?
SOURCE: Workforce Mood Tracker – Summer 2013 Report

18. WHO SHOULD
CHAMPION A
RECOGNITION
PROGRAM?
SOURCE: Business Analysis Blog

19. SUMMARY
 Recognition drives business results.
 Recognition is critical to talent
management and business objectives.
 Recognition can help a company reinforce
core values.
 HR should build a business case for
recognition.
 Recognition should be championed by key
stakeholders with passion.

20. QUESTIONS?

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