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Culture of Recognition
Lessons learned in creating a culture where
employees feel valued
Rachel McClain
NxJer since 2008
Owner of Recognition
2
Avengers Award: Our Highest Honor Today
“At Next Jump, we aspire to build a company that makes our Fathers and our Mother’s Proud.
The Avengers award is our award that celebrates our mothers”
A culture of servant leadership and helping others
3
The President’s Award: $10,000 for setting new standards
How it worked:
- Leadership team would pick behind closed doors
- Awarded during company staff meeting
- Monetary award
- Created resentment
President’s Award: Where we came from
4
Recognition: Lessons Learned
RIGHT BEHAVIORSWRONG BEHAVIORS
CROWD SOURCE
STANDING OVATIONMANAGEMENT PICKS
RECOGNIZE ONE, PISS OFF ALL

CONSISTENCY
RITUALS, BEHAVIORS, AND STORIES
INTENSITY ONLY
ONE-TIME EVENTS

LINEMEN
WHO HELPED YOU SUCCEED?
QUARTERBACKS
ALREADY COMPENSATED AT TOP

5
Consistent
Intense
NOW: A culture of servant leadership
Avengers
Top 10
Coronitas
6
Weekly CONSISTENT Recognition: ‘Coronitas’
Every Friday @5pm
- Informal end of week
- Peers show gratitude with a
Coronita (anyone can give)
- Share stories
7
Monthly CONSISTENT Recognition: Top 10
- Monthly practicing of giving recognition
- Peer-to-peer
- Votes and stories transparent
- More than monetary
Top 10:
Who has helped
you succeed?
8
TOP10 Tool: “How has Christian helped you succeed?”Recognition Tool: Top 10 App
9
10
TOP10 Tool: “How has Christian helped you succeed?”
Q&A

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Next Jump's Culture of Helping Others

  • 1. Culture of Recognition Lessons learned in creating a culture where employees feel valued Rachel McClain NxJer since 2008 Owner of Recognition
  • 2. 2 Avengers Award: Our Highest Honor Today “At Next Jump, we aspire to build a company that makes our Fathers and our Mother’s Proud. The Avengers award is our award that celebrates our mothers” A culture of servant leadership and helping others
  • 3. 3 The President’s Award: $10,000 for setting new standards How it worked: - Leadership team would pick behind closed doors - Awarded during company staff meeting - Monetary award - Created resentment President’s Award: Where we came from
  • 4. 4 Recognition: Lessons Learned RIGHT BEHAVIORSWRONG BEHAVIORS CROWD SOURCE STANDING OVATIONMANAGEMENT PICKS RECOGNIZE ONE, PISS OFF ALL  CONSISTENCY RITUALS, BEHAVIORS, AND STORIES INTENSITY ONLY ONE-TIME EVENTS  LINEMEN WHO HELPED YOU SUCCEED? QUARTERBACKS ALREADY COMPENSATED AT TOP 
  • 5. 5 Consistent Intense NOW: A culture of servant leadership Avengers Top 10 Coronitas
  • 6. 6 Weekly CONSISTENT Recognition: ‘Coronitas’ Every Friday @5pm - Informal end of week - Peers show gratitude with a Coronita (anyone can give) - Share stories
  • 7. 7 Monthly CONSISTENT Recognition: Top 10 - Monthly practicing of giving recognition - Peer-to-peer - Votes and stories transparent - More than monetary Top 10: Who has helped you succeed?
  • 8. 8 TOP10 Tool: “How has Christian helped you succeed?”Recognition Tool: Top 10 App
  • 9. 9
  • 10. 10 TOP10 Tool: “How has Christian helped you succeed?” Q&A

Editor's Notes

  1. Personal intro: Sam Skinner, Software Engineer. Creds: I’ve been involved with our recognition programs over my years here, with captaining our Friday Coronitas and owning our Top 10 app What I’m talking about: Our journey… We’ve gone 180 from how we started
  2. Celebrating who you are vs what you’ve done… It wasn’t just about achievement Let me try to distill of the differences and what we’ve learned over the years How it works: Company votes – who is the top servant leader? Awarded after CEO talk with Family. Awarded by peers (speeches) Vacation experience with family Creates standing ovation
  3. All of our awards were management drive before. Now they are all crowd sourced. We’ve learned the power of peer recognition Originally recognized the star performers. Intensity didn’t really change the behavior.
  4. Intensity doesn’t lead to behavior change…but key is consistency CONSISTENT Weekly and monthly recognition events Focus on servant leadership / helping others Peer to Peer Practicing articulating HOW they’ve helped you VIA STORY. Not just about outcome, about person and process, behavior.
  5. Recognition in front of the company in Monday Meeting CEO Quickfire: opportunity to ask questions to Charlie and Meghan STORIES: celebrating who you are vs what you have done. Not just about achievement
  6. Demo
  7. Demo