This document provides an overview of employee recognition and non-financial rewards. It discusses the history and definitions of recognition, different types and forms of recognition including social and electronic recognition. Best practices for recognition programs are outlined, such as recognizing specific behaviors and results. Potential pitfalls in recognition like inauthenticity are examined. Trends toward more results-focused, embedded and software-based recognition are covered. The document aims to help organizations develop effective recognition strategies on any budget.

1. All you need to know about recognition
and non-financial reward
by Toronto Training and HR
November 2015

2. CONTENTS
3-4 Introduction
5-6 Definitions
7-8 The history of employee recognition
9-10 Types of recognition
11-12 Forms of recognition
13-14 A framework for recognition
15-16 The brain and recognition
17-18 Social recognition
19-20 Electronic recognition systems
21-22 Presentations about recognition
23-24 Strategies to obtain senior level buy-in for recognition programs
25-26 Engaging employees through recognition
27-28 Creating peer recognition programs
29-31 Best practices around recognition
32-33 Mistakes around recognition
34-35 Trends in recognition
36-37 We have hardly any budget…
38-39 How to say thank you
40-41 Genuine appreciation
42-43 Motivational methods using non-financial rewards
44-48 Non-financial reward and inauthenticity
49-50 Conclusion, summary and questions
Page 2

3. Page 3
Introduction

4. Page 4
Introduction to Toronto Training
and HR
Toronto Training and HR is a specialist training and
human resources consultancy headed by Timothy Holden
10 years in banking
15 years in training and human resources
Freelance practitioner since 2006
The core services provided by Toronto Training and HR
are:
Training event design
Training event delivery
HR support with an emphasis on reducing
costs, saving time plus improving employee
engagement and morale
Services for job seekers

5. Page 5
Definitions

6. Definitions
• Recognition
• Non-financial reward
Page 6

7. Page 7
The history of employee
recognition

8. The history of
employee
recognition
• Industrial age-
recognition as a
control mechanism
• The dot com era-
recognition becomes
passé
• Present day-
the individual as a
brand
Page 8

9. Page 9
Types of recognition

10. Types of
recognition
• Day-to-day
• Informal
• Formal
Page 10

11. Page 11
Forms of recognition

12. Forms of
recognition
• Natural
• Social
• Tangible
Page 12

13. Page 13
A framework for
recognition

14. A framework for
recognition
• Performance
• Tenure
• Caring
Page 14

15. Page 15
The brain and recognition

16. The brain and
recognition
• Right brain
• Left brain
• Middle brain
Page 16

17. Page 17
Social recognition

18. Social
recognition
• Definition
• Why focus on social
recognition?
• How to foster it
Benefits
• Increased retention
and discretionary
effort
• Help managers to be
better managers
• Culture reinforcement
Page 18

19. Page 19
Electronic recognition
systems

20. Electronic
recognition
systems
• Definition
• Advantages
• Uses
• What does it deliver?
• Implementing an
electronic recognition
system
Page 20

21. Page 21
Presentations about
recognition

22. Presentations
about
recognition
• Outcomes
• Strategies for presentation
success
• The stars of the event
• The schedule
• The supporting cast
• The story
• The setting
• The symbol
• The statement
Page 22

23. Page 23
Strategies to obtain senior
level buy-in for
recognition programs

24. Strategies to
obtain senior
level buy-in for
recognition
programs
• Build the business
case
• Major reward
objectives
• Reward
considerations
• Implementation
factors
• Action plan and roll
out
Page 24

25. Page 25
Engaging employees
through recognition

26. Engaging
employees
through
recognition
• WHAT to recognize
• WHO to recognize
• WHEN to recognize
• HOW to recognize
Page 26

27. Page 27
Creating peer recognition
programs

28. Creating peer
recognition
programs
• Carefully define
program goals
• Involve employees
• Evaluate the
program’s
effectiveness
• Occasionally change
the focus of the
program to keep it
fresh
• Evaluate the role of
rewards
Page 28

29. Page 29
Best practices for
recognition

30. Best practices
for recognition
1 of 2
• Recognize people
based on specific
results and behaviours
• Implement peer to
peer recognition and
eliminate the
hierarchy
• Share recognition
stories
• Make recognition fast
and easy
Page 30

31. Best practices
for recognition
2 of 2
• Tie recognition to
organizational values
and objectives
• Your communication
plan
Page 31

32. Page 32
Mistakes around
recognition

33. Mistakes
around
recognition
• Not being believable
• Not being organized
• Not using a strategy
• Not having
management buy-in
• Not following through
Page 33

34. Page 34
Trends in recognition

35. Trends in
recognition
• Results-focused
• Embedded
• Software-based
• Measured
Page 35

36. Page 36
We have hardly any
budget…

37. We have hardly
any budget…
• Words of thanks
• Acknowledgements
• Zero cost ideas
• Low cost ideas
• Time in lieu
• Challenge rewards
Page 37

38. Page 38
How to say thank you

39. How to say
thank you
• Say what you mean
• Announce
achievements
• Explain why
• Make it tangible
Page 39

40. Page 40
Genuine appreciation

41. Genuine
appreciation
• Consider how you
express appreciation
• Make it personal
• Always be genuine
• Provide regular
feedback
Page 41

42. Page 42
Motivational methods
using non-financial
rewards

43. Motivational
methods using
non-financial
rewards
• Effective communication
• Positive feedback
• Extension/enrichment of
the job
• Management by
objectives
• Quality circles
• Clarity of the tasks
• Brainstorming
• Delegation
Page 43

44. Page 44
Non-financial reward and
inauthenticity

45. Non-financial
reward and
inauthenticity
1 of 4
Potential causes of
perceived inauthenticity
• Tone of voice does
not match what they
say
• Non-verbal cues are
incongruent with the
message
• Demonstration of new
and different
behaviour than in the
past
Page 45

46. Non-financial
reward and
inauthenticity
2 of 4
Potential causes of perceived
inauthenticity (cont.)
• Acting differently in front
of others in contrast to
private behaviour
• Inconsistent verbal
messages across time
• Lack of consistency
between what they are
saying and how they treat
you
Page 46

47. Non-financial
reward and
inauthenticity
3 of 4
Potential causes of perceived
inauthenticity (cont.)
• Not addressing current or
past conflict-acting as if it
never happened
• Timing
• Questioning the motivation
of others
• Issues stemming from the
recipient’s prior history
• High expectations for
oneself
Page 47

48. Non-financial
reward and
inauthenticity
4 of 4
Potential solutions
• Only communicate
appreciation when it is true
• Acknowledge the interfering
causes
• State your desire to be
viewed as genuine
• Be consistent over time
• Don’t focus solely on
performance or on situations
that benefit you directly
• Communicate appreciation
consistently over time

49. Page 49
Conclusion, summary and
questions

50. Page 50
Conclusion, summary and
questions
Conclusion
Summary
Videos
Questions