This presentation shares the in and outs of why a reward and recognition program is important to a company. Includes stats on why it's important and how it helps your employee retention.
How to Build Productivity Through Reward and RecognitionBambooHR
Learn why reward and recognition are important for employee productivity. This slideshare includes research on what employees want most, when and how to reward them, and ideas for recognizing employees at small to mid-sized companies.
Participants will be able to:
Understand the evolution of employee rewards and recognition
Understand what employees really want out of work and be able to apply this understanding to implement a process to design recognition and reward systems
Know how why effective reward and recognition systems are important through their contribution to the business bottom-line
This resource guide demonstrates how a well-planned, comprehensive recognition and reward program can energize, empower, and rally employees to be more productive. It also shows how a R&R program can enrich a company culture and effectively align employees with corporate goals and objectives.
Employee recognition is important. It helps to improve overall employee engagement hence increasing the employee productivity. WorkforceGrowth is a cloud based talent management system which also helps to recognize employees socially in an easy and cost effective way.
How to Build Productivity Through Reward and RecognitionBambooHR
Learn why reward and recognition are important for employee productivity. This slideshare includes research on what employees want most, when and how to reward them, and ideas for recognizing employees at small to mid-sized companies.
Participants will be able to:
Understand the evolution of employee rewards and recognition
Understand what employees really want out of work and be able to apply this understanding to implement a process to design recognition and reward systems
Know how why effective reward and recognition systems are important through their contribution to the business bottom-line
This resource guide demonstrates how a well-planned, comprehensive recognition and reward program can energize, empower, and rally employees to be more productive. It also shows how a R&R program can enrich a company culture and effectively align employees with corporate goals and objectives.
Employee recognition is important. It helps to improve overall employee engagement hence increasing the employee productivity. WorkforceGrowth is a cloud based talent management system which also helps to recognize employees socially in an easy and cost effective way.
Google spent the doing what it does best: gathering and analyzing information. It administered surveys, held focus groups, conducted academic research, perused U.S studies, and interviewed and observed employees.
The company figured out what turned employees on and off in terms of rewards and recognition.
Finally they have supported four types of programs:
1- Spot bonus Program.
2- No name program.
3- Peer Bonus.
4- Kudos.
Different strokes-Employee reward recognition plans- amazon Dr .E. J. Sarma
Rewarding one employee kills motivation of 10 others who expected. My book on amazon kindle./paper edition tells alls
please download now and read/review-
You don't need 100 mediocre ideas but need only 10 with stunning effect
tips for designing effective employee recognition plans, employee motivation, employee engagement, are given here free from out of 40 years of designing rewards with stunning results
Employee Behaviour gets repeated if there is positive reinforcement.
Rewards are the best reinforcers hence very powerful to engage employees
these ideas are based on actual schemes implemented with stunning results of 85% engagement.
65% increase in motivation and productivity
45% increase in retention
shows how to link Maslow, Herzberg, theories of motivation to actual implementation
engaged employees are more productive than satisfied employees.
Rewards build emotional connection, positive strokes, encouraging employees
If you liked it share with others and say so here
What is the need for an effective Reward & Recognition framework ? Why do organizations fail to create and execute one ?
This presentation talks about 5 Necessities for creating an effective Reward & Recognition Framework.
Employee retention is one of the ‘Global headaches’ of many Organisation as well as Recruiters. Hiring without any expansion is showing the in effectiveness of talent acquisition. There are many internal/external factors which would be adversely affect the employee retention.
During my tenure with last Company, I have seen a lot of employees were leaving the Organisation on a rapid way. Finally I came to know that, we can reduce the attrition on a handsome margin if we looking in to the following very sincerely.
Employee Retention: Key Ways to Retain Your Top TalentKaufman Global
Employee retention is about compelling great people to stick around. This can be hard to achieve and sustain, because it isn’t just the money – it requires good data, a plan and mild effort. Learn how having a solid retention strategy can help you succeed against the headwinds of: post-merger integrations, skilled labor shortages, and changing technologies when you put the engagement of your people first.
Special thanks to all the people who made and released these awesome resources for free:
Presentation template by SlidesCarnival
Photographs by Unsplash
this presentation is all about rewarding employees to keep them motivated and boost their performance. the detailed description is in presentation itself so no need to describe below. hope you will enjoy my presentation. this presentation is for academic course showcase not for practical hr reference as i have talked about theotrical aspects only.
Constructing Culture Through Rewards and RecognitionBambooHR
While a reward and recognition program can encourage better performance and productivity, it can also communicate a lot about your organization’s culture. What types of behaviors and habits are you encouraging (or discouraging) in your employees? Organizations with strategic recognition programs can reduce employee frustration in the workplace by 28 percent while constructing a productive and positive culture. Is your program building your culture?
Google spent the doing what it does best: gathering and analyzing information. It administered surveys, held focus groups, conducted academic research, perused U.S studies, and interviewed and observed employees.
The company figured out what turned employees on and off in terms of rewards and recognition.
Finally they have supported four types of programs:
1- Spot bonus Program.
2- No name program.
3- Peer Bonus.
4- Kudos.
Different strokes-Employee reward recognition plans- amazon Dr .E. J. Sarma
Rewarding one employee kills motivation of 10 others who expected. My book on amazon kindle./paper edition tells alls
please download now and read/review-
You don't need 100 mediocre ideas but need only 10 with stunning effect
tips for designing effective employee recognition plans, employee motivation, employee engagement, are given here free from out of 40 years of designing rewards with stunning results
Employee Behaviour gets repeated if there is positive reinforcement.
Rewards are the best reinforcers hence very powerful to engage employees
these ideas are based on actual schemes implemented with stunning results of 85% engagement.
65% increase in motivation and productivity
45% increase in retention
shows how to link Maslow, Herzberg, theories of motivation to actual implementation
engaged employees are more productive than satisfied employees.
Rewards build emotional connection, positive strokes, encouraging employees
If you liked it share with others and say so here
What is the need for an effective Reward & Recognition framework ? Why do organizations fail to create and execute one ?
This presentation talks about 5 Necessities for creating an effective Reward & Recognition Framework.
Employee retention is one of the ‘Global headaches’ of many Organisation as well as Recruiters. Hiring without any expansion is showing the in effectiveness of talent acquisition. There are many internal/external factors which would be adversely affect the employee retention.
During my tenure with last Company, I have seen a lot of employees were leaving the Organisation on a rapid way. Finally I came to know that, we can reduce the attrition on a handsome margin if we looking in to the following very sincerely.
Employee Retention: Key Ways to Retain Your Top TalentKaufman Global
Employee retention is about compelling great people to stick around. This can be hard to achieve and sustain, because it isn’t just the money – it requires good data, a plan and mild effort. Learn how having a solid retention strategy can help you succeed against the headwinds of: post-merger integrations, skilled labor shortages, and changing technologies when you put the engagement of your people first.
Special thanks to all the people who made and released these awesome resources for free:
Presentation template by SlidesCarnival
Photographs by Unsplash
this presentation is all about rewarding employees to keep them motivated and boost their performance. the detailed description is in presentation itself so no need to describe below. hope you will enjoy my presentation. this presentation is for academic course showcase not for practical hr reference as i have talked about theotrical aspects only.
Constructing Culture Through Rewards and RecognitionBambooHR
While a reward and recognition program can encourage better performance and productivity, it can also communicate a lot about your organization’s culture. What types of behaviors and habits are you encouraging (or discouraging) in your employees? Organizations with strategic recognition programs can reduce employee frustration in the workplace by 28 percent while constructing a productive and positive culture. Is your program building your culture?
Tough Comp Conversations: A Guide For Doing Them RightShelly Myers
Comp can be tricky… after all, few things carry as much emotional weight as comp. And with the increased transparency in the market, combined with our collective propensity to rate ourselves against others, the frequency of these very difficult conversations are increasing. To top it all off, they’re mostly being had by managers who are not ready for them, which is frightening, because getting these conversations wrong can be incredibly costly.
In this webinar will deconstruct some of the psychology around comp. We’ll take an analytic look at comp’s role in the employee experience, and then we’ll get really tactical with guidance on very specific compensation conversations. We’ll also talk about the interplay between comp and culture, and provide insight into how you can pave the path for these conversations to go smoother, even before they ever happen.
We hope you’ll join Payscale and BambooHR in this important discussion.
Tough Comp Conversations: A Guide For Doing Them RightNaba Ahmed
Compensation can be tricky, few things carry as much emotional weight as comp. And with the increased transparency in the market, combined with our collective propensity to rate ourselves against others, the frequency of these very difficult conversations is increasing.
In this webinar will deconstruct some of the psychology around comp. We’ll take an analytic look at comp’s role in the employee experience, and then we’ll get really tactical with guidance on very specific compensation conversations.
We believe in building programmes and initiatives that really support our local communities and one big subject that is close to everyone's hearts is the future of our young people. That's why we have created our Rising Stars programme - part of our 'Championing young people's futures' initiative.
This takes the form of a range of activities, programmes and workshops all with the common aim of developing understanding and passion for the world of work and not only through children and young adults but also through their support network, allowing us to help parents, guardians and carers find the right skills to guide and nurture the best decisions.
To improve working culture and your employees behavior towards your business you can hire abundance coaching to improve values and principals of your organization.View this presentation and get our training plan.
Paving the Way: How to Retain and Motivate Your Best EmployeesBambooHR
More than 70 percent of employees who are at risk of leaving their jobs say they must leave their current organization in order to advance their careers. And skilled workers are leaving jobs faster than ever before in this highly competitive labor market.
Your best employees are always looking for the next big challenge. It’s up to you to show high-performing employees a path forward at your organization with L&D opportunities before they look elsewhere.
SME recruitment webinar - Develop the ideal recruitment process for your SMEMichael Page Australia
Watch the full webinar here: http://bit.ly/2eDyQgK
Michael Page is Australia’s SME recruitment specialist. We understand the unique needs of your business and tailor our service offering to suit you. Find out how we can help you here: http://bit.ly/2f2h1un
In our expert webinar you will learn:
- How to write a job ad that will actually get noticed and more importantly, entice high performers to apply
- Our 4 step approach you can use to promote your job ad on the right channels so you start receiving quality applications quickly
- Insider tips to process a high volume of CVs efficiently and what to look for in a CV
- How much hiring is actually costing you and your business
Our very own Obi-Wan Kenobi and Jedi Master Brian Fink is here to take us through 60 minutes of LIVE training on how to develop kick-ass habits that will boost your tech recruiting efficiency.
These takeaways will benefit you no matter what position you hold: recruiter, sourcer, hiring manager, train conductor - you need to be here.
How Compensation Discussions Make Or Kill CultureBambooHR
Payroll is by far your biggest expense and the cost of getting it wrong is tremendous. It is also something that your employees are very interested in but is rarely communicated well. These slides look at how we tend to look at compensation, how we can make it more approachable, and a look at how the way you communicate compensation affects your culture.
Key learnings include:
• How to use compensation as a recruiting and retention strategy
• How to find the value in compensation beyond money
• How to communicate compensation so it boosts productivity
Carving in a Recognition Rich Culture - Employee EngagementXoxoday
Recognition rich culture motivates employee to work more effectively in an organisation. Recognition increases employee engagement and encourages employee to give their best.
Recruiting can be stressful. Instead of panicking and trying to increase your recruiting quantity, focus instead on putting things in place to improve your recruiting quality.
Join JD Conway of BambooHR and Jan Choi of Jobvite as they share insights on how to proceed with a lean recruiting program and progress toward recruiting success.
Building a Compensation Plan for Better RetentionBambooHR
With the global economy teetering on recession in the wake of climbing inflation, it’s critical for business leaders to evaluate employee compensation as a way to maximize employee retention. In this webinar, Nick Gavronsky, Sr. Director of Product Management at BambooHR and Cassie Whitlock, Director of HR at BambooHR, will offer their expert guidance on how to develop the right compensation strategy to help you attract and retain top talent.
Subscribe to our BambooHR webinar series: http://bamboohr.com/HR-Unplugged
Make Time Management Simpler with Time Tracking from BambooHRBambooHR
Tracking time is an essential part of managing time and staying accountable—to your employees, your clients, and the government. But tracking time can take a lot of time, especially when your employees work in different locations or your organization serves multiple clients.
Employee Development in 2023: Trends and Tactics to Retain Good Employees.pdfBambooHR
View this presentation with BambooHR and TalentLMS to learn how to create and implement an effective employee development program, with both sound principles and specific tactics.
How your employee experience will make or break your revenueBambooHR
Join us for this meaningful conversation with Julia Anas, Chief People Officer at Qualtrics, and Aarthi Murali, Chief Customer Experience Officer at M&T Bank as they talk challenges and share real stories as well as strategies to amplify your employee experience to better support your customers and drive serious business impact.
Pay Equity Conversations Don't Have to be UncomfortableBambooHR
Join CEO & Global Executive Coach at Divinely Powered Hakemia Jackson, Bonfire Chief People & Culture Officer Becky Larkin, and Diversity Window CEO Jiquanda Nelson to learn how to identify gaps with your existing pay structures, build fair strategies that support your company goals and culture, and honestly — and compassionately — navigate tough conversations with your leadership team and employees.
Give People the Tools to Perform with BambooHR Performance ManagementBambooHR
See how BambooHR® Performance Management gives you the tools you need to lead and the tools your people need to perform. Our assessments help gather feedback from managers, peers, and the employees themselves with a few targeted questions, enabling conversations that get to the heart of what each person needs to thrive within their role.
Retention in the Face of Recession: Compensation Strategies for a Roller Coas...BambooHR
Join Lexi Clarke, VP of People at Payscale, and James Redfern, CFO at Payscale for the first ever session of our new HR Disruptors conversation series. They'll discuss how you can build a compensation plan that incentivizes candidates, helps retain employees and makes your executive team breathe a sigh of relief.
Your employees need accountability for their hours worked. You need a way to provide that accountability without bogging everyone down in checking the accuracy of working hours. BambooHR Time Tracking® bridges that gap, saving hours of work while keeping your numbers accurate.
Gain Better Insights with Reporting + Payroll in BHRBambooHR
Reporting is a must-have functionality when it comes to payroll. Payroll admins need to be able to quickly and easily create actionable reports—not only for informing business strategy, but to carry out essential tax functions, ensure future payroll runs, and more. And when it comes to presentations, who doesn’t love generating a beautifully organized goldmine of targeted insights with a mouse-click?
How BambooHR® Makes Payroll Fast, Easy and Accurate.pptxBambooHR
Payroll can be a headache-inducing task. But with payroll from BambooHR®, you can get back the time you spent triple-checking numbers (and put the aspirin away).
Tracking time is an essential part of staying accountable—to your employees, to your clients, and to the government. But tracking time can take a lot of time, especially when your employees work in different locations or your organization bills clients based on projects or hours.
Performance management is a process, not a single task. And in order to succeed, each step in that process has to respect your employees’ time, stay accurate, and lead to meaningful insights or changes where needed. That’s where BambooHR® Performance Management comes in.
Better Together: How Three BambooHR Add-ons Work Best When CombinedBambooHR
What’s the advantage of bringing together all your HR processes under one roof? With our add-ons for time tracking, performance management, and payroll combined, you can save time, connect all your data, work from a single system, and more.
Mastering Mobile Time Tracking with BambooHRBambooHR
Tracking time with full accountability can be a tall order, especially for employees who do their work in the field or off site. How do you make time tracking easy for remote and in-office employees while ensuring accuracy for your records? It’s going to take more than a dusty time clock.
Payroll Panel Streamlining Your Compensation with BambooHR Payroll.pptxBambooHR
Payroll is the keystone of any organization. When it’s consistent, solid, and supported, you can build an amazing workplace where employees have full confidence in their employer—the first requirement for employee retention.
Mastering Hourly Payroll with BambooHR.pptxBambooHR
Having Payroll and Time Tracking in BambooHR makes gathering hourly payroll information and submitting it correctly much simpler. There’s less room for errors and more breathing room in your payroll schedule with all your personnel data, hourly data, and payroll processing in a single system.
BambooHR Kalie Whitaker Total Compensation Webinar Slide Deck—5_18_2022.pptxBambooHR
The Great Resignation has a lot of businesses rethinking their retention strategies, but you don’t have to reinvent the wheel to convince your people you value them. You just have to show them you’re already investing in their success—not through unread paystubs, but with a personal explanation of everything your organization provides.
a Holistic Approach to Performance Management and Employee Satisfaction with ...BambooHR
Providing a great employee experience takes more than presentations, perks, and motivational posters. To keep employees engaged and improve long-term retention, leadership needs to know how employees view their decisions and employees need to feel that leadership cares about their future.
Your employees need accountability for their hours worked. You need a way to provide that accountability without bogging everyone down in checking the accuracy of working hours. BambooHR® Time Tracking bridges that gap, saving hours of work while keeping your numbers accurate.
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
Know more: https://www.synapseindia.com/technology/mean-stack-development-company.html
Recruiting in the Digital Age: A Social Media MasterclassLuanWise
In this masterclass, presented at the Global HR Summit on 5th June 2024, Luan Wise explored the essential features of social media platforms that support talent acquisition, including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok.
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
VAT Registration Outlined In UAE: Benefits and Requirementsuae taxgpt
Vat Registration is a legal obligation for businesses meeting the threshold requirement, helping companies avoid fines and ramifications. Contact now!
https://viralsocialtrends.com/vat-registration-outlined-in-uae/
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
Company Valuation webinar series - Tuesday, 4 June 2024FelixPerez547899
This session provided an update as to the latest valuation data in the UK and then delved into a discussion on the upcoming election and the impacts on valuation. We finished, as always with a Q&A
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
The key differences between the MDR and IVDR in the EUAllensmith572606
In the European Union (EU), two significant regulations have been introduced to enhance the safety and effectiveness of medical devices – the In Vitro Diagnostic Regulation (IVDR) and the Medical Device Regulation (MDR).
https://mavenprofserv.com/comparison-and-highlighting-of-the-key-differences-between-the-mdr-and-ivdr-in-the-eu/
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
2. bamboohr.com cornerstoneondemand.com
When and How to Start a Reward & Recognition Program
Ben Peterson
Co-founder and CEO
BambooHR
Jason Corsello
VP of Corporate Development & Strategy
Cornerstone OnDemand
4. bamboohr.com cornerstoneondemand.com
When and How to Start a Reward & Recognition Program
Reward and recognition is a
proven engagement tool.
“Seventy-eight percent of employees would work
harder if they were better recognized.”
—Globoforce
5. bamboohr.com cornerstoneondemand.com
When and How to Start a Reward & Recognition Program
Reward and recognition
retains top talent.
“Nearly half of employees said they
would leave their employer for a company that
recognized employees for their contributions.”
—Globoforce
6. bamboohr.com cornerstoneondemand.com
When and How to Start a Reward & Recognition Program
When using reward and
recognition, your business
will see measurable results.
“Organizations that give regular thanks to their
employees far outperform those that don’t .”
—Josh Bersin
7. bamboohr.com cornerstoneondemand.com
When and How to Start a Reward & Recognition Program
It’s clear reward and
recognition helps in so many
areas. Yet we aren’t doing it.
“Only 12 percent of employees say they often receive
appreciation for great performance.”
—Towers Watson
9. bamboohr.com cornerstoneondemand.com
When and How to Start a Reward & Recognition Program
Instead of focusing on who to reward
and recognize, learn how to identify
what to reward and recognize.
11. bamboohr.com cornerstoneondemand.com
When and How to Start a Reward & Recognition Program
• Telecommuting has increased 80 percent recently and
continues to grow.
• Make sure you’re extending your workplace culture to
everyone, not just those physically in the office.
• Link the way remote employees’ achievements align with the
broader, overarching company goals.
Don’t forget about your
remote workforce
13. bamboohr.com cornerstoneondemand.com
When and How to Start a Reward & Recognition Program
When to Recognize v.
When to Reward
“To win in the marketplace, you must first win in the workplace.”
—Doug Conant, Campbell Soup
14. bamboohr.com cornerstoneondemand.com
When and How to Start a Reward & Recognition Program
• Intangible
• Relational
• Experienced
Recognition
• Tangible
• Transactional
• Consumed
Reward
15. bamboohr.com cornerstoneondemand.com
When and How to Start a Reward & Recognition Program
Don’t wait and do it often.
“Most employees want some
type of recognition every 7 days!”
—Towers Watson
17. bamboohr.com cornerstoneondemand.com
When and How to Start a Reward & Recognition Program
Don’t lump recognition
in with criticism.
Make sure to designate a separate
time to recognize and to point out
what could be improved.
20. bamboohr.com cornerstoneondemand.com
When and How to Start a Reward & Recognition Program
Successful leaders
use praise effectively.
“We all need people who will give us feedback.
That’s how we improve.”
—Bill Gates
21. bamboohr.com cornerstoneondemand.com
When and How to Start a Reward & Recognition Program
Be collaborative:
Nominations
Anonymous Feedback
Invite Ideas for Recipients and Prizes
22. bamboohr.com cornerstoneondemand.com
When and How to Start a Reward & Recognition Program
Recognition means nothing if employees do not
feel like it is honest and deserved.
Show employees it is.
Most Importantly:
• Be Genuine
• Be Transparent
• Be Fair
25. bamboohr.com cornerstoneondemand.com
When and How to Start a Reward & Recognition Program
Peer-to-peer recognition = a
true illustration of the
social environment
“Researchclearlyshowsthattop-downrecognitionisnotwhatmakes
companiesthrivetoday—it’srecognitionbyyourpeers,thepeopleyou
workwitheveryday.”
—Josh Bersin
27. bamboohr.com cornerstoneondemand.com
When and How to Start a Reward & Recognition Program
Reward on a small or
mid-sized budget:
• Align spiffs and bonuses with performance.
• Provide additional training or career development.
• Company lunches, gifts cards, food.
• Tickets: movies, concerts, plays, games.
• Chairs, headsets, extra monitor, laptop, new phone.
28. bamboohr.com cornerstoneondemand.com
When and How to Start a Reward & Recognition Program
Reward a remote or
scattered workforce:
• Give team-building experiences.
• Provide faster equipment or efficient tools.
• Send swag—with the company values.
• Provide a company social forum for communication.
• Allow employees to reward each other.
• Share, involve, communicate.
29. bamboohr.com cornerstoneondemand.com
When and How to Start a Reward & Recognition Program
“We are what we repeatedly do.
Excellence, therefore, is not an
act, but a habit.” —Aristotle
30. bamboohr.com cornerstoneondemand.com
When and How to Start a Reward & Recognition Program
Follow BambooHR and Cornerstone on social media:
bamboohr.com/blog | cornerstoneondemand.com/blog
Thank you!
31. bamboohr.com cornerstoneondemand.com
When and How to Start a Reward & Recognition Program
Questions?
BambooHR
Receive a free job posting on our ATS.
We will contact everyone within the next few days to set this up.
Purchase Cornerstone Growth Edition before June 30, 2015 and receive up
to $1,000 discount with the mention of this webinar.
Cornerstone OnDemand
Editor's Notes
Welcome, everybody.
Thanks for spending your valuable time with us today. First, I want to welcome you here. We love talking about ways you can reward & recognize your employees. You care about it too, which says a lot about you. You want to find the best ways to make your people happy at work and help engage them.
First I want to introduce us. I’m . . .
Ben Peterson, founder and CEO of BambooHR (www.bamboohr.com), the leading online HR software for small and medium-sized businesses. Clients include industry leaders such as, Disqus, Squarespace, FreshBooks and Fitbit. I’m a columnist for Inc. magazine and is a regular LinkedIn and TLNT contributor, focusing on business and HR topics. I’ve also been featured in Forbes, Entrepreneur and Time. I love doing webinars and exploring ways we can all be better leaders and help our employees succeed.
This is Jason Corsello, VP of Corporate Development & Strategy at Cornerstone OnDemand.
SPEAKER NOTES: In HR, we’re responsible for a ton of things. And in small companies, sometimes we feel like we’re just trying to keep our head above water. There are so many things we have to get done—paychecks, benefits, compliance. But most of us want to be strategic. In HR, that’s where you can add the most value to your company. That’s where you’ve got to be. That’s why you let HR software take care of the more operational parts of your job, then you can start focusing on more strategic HR. “If you only behave transactionally, you’ll only be seen as transactional. If you want to be seen as strategic, then you’ve gotta be strategic.”
Transition: One great way to be more strategic in your role, is to focusing on reward and recognition.
First, let’s talk about why you should spend your valuable time on reward and recognition. We’re going to cover three huge reasons. First, engaged employees are the most productive employees. You have to care whether your people are engaged. Reward and recognition is a proven engagement tool. 78 percent says they would work harder if they were better recognized.
Also, Staffing company Robert Half International recently reported that the No. 1 reason employees give for leaving companies is a lack of praise and recognition. (http://www.qualitydigest.com/aug/nelson.html)
Transition: What’s more, engaged employees are much less likely to leave.
STAT SOURCE: http://www.globoforce.com/resources/research-reports/mood-tracker-spring-2012-the-growing-influence-of-employee-recognition/
SPEAKER NOTES: Reward+Recognition=Retention
A 2013 SHRM survey found that the top challenge facing HR over the next ten years was retaining and rewarding the best employees. And other studies had similar findings:
28 percent of companies listed retention as their number one concern in 2009. By 2013, it doubled to almost 60 percent. These statistics aren’t surprising considering most employees don’t feel that they’re being recognized often enough. Would you stick around at a job where your contributions weren’t appreciated? We all want to feel valued. And rewards and recognition can help employees feel that way.
Recently, BambooHR did a study to find out which things were annoying and ultimately deal-breakers for employees. We discovered just how important recognition is: 82 percent of employees find it annoying when they’re not recognized for their accomplishments If your employees feel annoyed, chances are they won’t be around long. If you want to keep your people, it’s time to sit down and deliberately and thoughtfully plan your strategy around reward recognition.
SOURCE: http://www.globoforce.com/news/press-releases-archive/globoforce-reveals-2011-workforce-mood-tracker-survey-results/
ALSO: A Bersin study showed: “Companies that scored in the top 20% for building a “recognition-rich culture” actually had 31% lower voluntary turnover rates!” (SOURCE: http://www.forbes.com/sites/joshbersin/2012/06/13/new-research-unlocks-the-secret-of-employee-recognition/)
SPEAKER NOTES:
When financial data was compared in a Global Workforce study,companies with higher employee engagement had a 19 percent increase in operating income and a 28 percent increase in earnings per share over a 12-month period.
In contrast, companies with poor employee engagement scores had declining operating incomes and an 11 percent drop in earnings per share over the same time period.
So you can either bump up 20 percent by engaging employees or drop by 10 percent if you don’t. From a real dollar standpoint, it’s clear.
SPEAKER NOTES: So you see that employees want to be recognized for their hard work . . . and even rewarded for it! We never outgrow wanting to be recognized and praised for great work.
Recognition and rewards confirm to us that our work is valued. It validates that we’re doing things that others respect us for doing.
And when employees feel valued, they are happier at their jobs and they are more productive, which motivates them to keep doing—and improving upon—that good work.
Let’s get real here: You need to motivate your employees to get the very most out of them. Motivated and engaged employees are very closely related.
It’s a no-brainer. We should be recognizing and rewarding their employees, but it makes you wonder why we’re not doing more of it. Don’t we all want our people to be more productive?
SOURCE: http://www.ragan.com/Main/Articles/Infographic_Only_12_percent_of_people_receive_freq_45993.aspx
SPEAKER NOTES:
There are always reasons why we’re not doing things we know we should. Here are probably some that we’ve all said from time to time:
Not enough time: Will we ever have enough time? It seems like we’re always so busy putting out fires. Even if we have started automating a lot of our transactional HR functions, we’re always busy. Sometimes it seems hard to sit down and actually start a reward & recognition program.
Aren’t sure how to do it: Well, that’s why you’re here today, right? We’re going to dig into the details of the foundations of setting up a reward & recognition program at your company.
Afraid of doing it wrong: Yes, believe it or not there are ways that you can do r&r wrong. (1) Waiting: You can miss a great opportunity to motivate your people right away if you think you’ll just do that at the yearly performance review. (2) Giving one-size-fits-all recognition: Do you know how each person likes to receive recognition. Some people don’t want to be applauded in front of everyone else. (3) Not knowing the details: make sure you know how the person was involved and call him out on the things he actually helped with. (4) Calling it a team win when you should single out or vice versa. (5) Not being genuine: Your people can tell when it’s not sincere. Make sure to make it real and show them that their contribution was truly valued.
Not a priority. Some days it won’t be a priority. Some days you’ve got compliance or open-enrollment and R&R may have to wait for your attention. But if you set it up as a living, thriving thing to everyone at your company, others will keep it going on when you’re putting out other fires. Don’t forget that people want recognition often. As often as every 7 days!
Don’t know where to start. There are things you can do today to get started simply. We’ll talk about them a little later in the webinar….
TRANSITION: We are missing out on an opportunity to engage and motivated our people. So let’s get started. First we’re going to talk about who you should be rewarding to get the most value out of it.
CSOD SLIDE: Focusing on the ‘who’ often leads people to overlook why you’re actually doing this in the first place. MVP or MOP – great, but WHY are they the most valuable? WHAT about their work was the most outstanding?
CSOD SLIDE: Behaviors lead to results. Results are what’s important. Sales guy with the biggest number, Marketing dept with a splashy new campaign, product team with a new release – all should be rewarded when appropriate, but not the only things to look for. Those are the easy ones. How about Friendly, timely, helpful customer service team – led to outstanding reputation on service – led to higher retention. Behavior – to results. Procurement team thinking strategically about new technology, weighing pros and cons on what to implement, ultimately choosing a new technology that decreased wasted time and increased productivity across the organization. Results.
CSOD SLIDE: 3rd bullet most important – not just for remote employees. Drawing a clear link between the behaviors and results that are rewarded with the broader goals of the company reinforces the actions and culture most desired.
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SPEAKER NOTES:
When we need to decide when to recognize versus when to reward, we’re really needing to talk about intrinsic v. extrinsic Rewards. You’ll find that recognition gives employees a more intrinsic value while rewards (those that cost you a lot more) give extrinsic.
When asked, most people will say they prefer extrinsic rewards, according to a study done by the Journal of Economic Psychology. While offering bonuses or gift cards will cost your company, they may not always be what gives you the best return on your investment.
However, intrinsic rewards can be more effective motivators of performance and will keep your employees engaged. They will help your employees want to take on more responsibility and will give them a feeling of accomplishment. And what’s more, this costs your company very little—if anything at all (as you saw above).
After all, it’s not hard to get a return on your investment when it’s something as simple and free as saying “thank you.” Or acknowledging an employee in a team meeting. Or giving a stretch goal that aligns with the employee’s career goals.
It may not seem like much—or cost you anything at all—but it’s this type of appreciation that encourages engagement and long-term growth and retention.
EXTRINSIC REWARDS: There are times when it makes a lot of sense to offer extrinsic rewards. For example, how well do you know your employees? Do you know each of them well enough to know how they prefer to be rewarded. Some of them really do respond better to monetary rewards. In that case, you need to consider when it should be used. Also, in the case of sales teams and commissions or bonuses based on measurable business achievements, this can be the best direction to head. The fact of the matter is you need to consider case-by-case if you should be recognizing intrinsically or rewarding extrinsically. Case in point: You don’t have to always reward.
74 percent of US companies use non-cash incentives, like simple “thank-you’s, flexibility, gift cards or travel. —Incentive Federation
I got this information form Roy Saunderson, Recognition Management Institute
SPEAKER NOTES: Recognize or give a simple reward right when you notice a behavior you’d love to see again. Why shouldn’t you wait? When you notice an action or behavior worthy of recognition, you need to stop and acknowledge it right away. You don’t want to miss an opportunity to motivate your people now, and immediate recognition gives employees instant feedback. The more time that passes between the performance and the recognition, the lower the impact of that recognition.
Why should you do it often? Did you know that most employees want some sort of recognition every 7 days? That means you need to be finding ways—even if they’re small and unique—to recognize your great employees often to reassure them they’re headed in the right direction and to keep heading there. It doesn’t mean you have to keep a calendar. It just means, when you notice something, mention it. Don’t wait. Don’t look for something huge. Just make it sincere and mean something to employees.
You’ve lost a huge opportunity to give positive feedback immediately if you want until a formal performance review to do it. You know how people hate performance reviews. It’s probably because you’re not even doing it then—and only focusing on the “places to improve” instead of the great things your employees have done.
SPEAKER NOTES: Don’t only recognize employees for something they did well and then add on a pile of criticism. If you lump together the good and the bad, your employees will feel that you don’t really value the good performance and all the focus will be on what they need to do better. And really, all they’ll hear is the BUT YOU SHOULD DO THIS BETTER IN THE FUTURE. Make sure you set aside a separate time (and definitely less public place) to tackle what can still be improved to guide in the right direction.
SPEAKER NOTES: You’ve got to do it so often it becomes a habit. And not just to the managers or leaders—to everyone. Your culture is a product of what you focus on. If you want to make appreciating each other and recognition part of your culture, you can. In fact, reward & recognition play into those values that create your culture. If you observe employees appreciating each other for helping out or just for doing great work—and then reward that behavior—it will ripple through your company. In fact, it will become a habit from the repetition of doing it over and over. People who are recognized will see the value in it—especially from their own experience—and will then try to pass that along to other employees. Add a value (in black and white, or officially) to your company values that incorporates recognition or appreciation. Before you know it, your culture will incorporate it and employees and leaders will just do it out of habit. Peer-to-peer recognition is super valuable, which is why it’s so powerful to include any type of recognition as a part of your culture.
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Ben, here’s where you can get into a conversation with Jason:
SPEAKER NOTES: When thinking about getting your leaders involved in R&R, you can use this data to convince them this IS important. HERE IS A STRATEGIC IDEA YOU CAN PITCH. WE'RE ARMING YOU WITH THIS INFORMATION, NOW GO WE ARE GOING TO ARM YOU WITH THE INFORMATION TO HAVE A STRATEGIC CONVERSATION WITH YOUR BOSS.
We did a similar webinar a while back and while we were discussing all the great reasons why we should be doing reward & recognition, we had a lot of people express interest. We had so many questions flowing in about how to put it into effect. What we noticed more than anything is that HR wants to know how to get their managers onboard so they’ll understand it’s important and actually do it. I thought this would be a great time to answer some of the questions that came in from last time that focus on how to get others onboard.
· How can I get higher-ups at my company to adopt ideas for R&R? First off, show them this deck. There are a ton of reasons why it’s important for employee engagement, retention and business results if you do it. Your people care about this and if you focus on it, they’ll be happier at their jobs and that will ultimately help your company be more successful.
I can’t stress enough that you won’t have to remind managers to do it when recognition becomes a part of the culture. Create a company value that includes recognition--not just for managers to recognize employees--but even for employees to be recognizing each other when they notice great work or when a coworker helps out another coworker. This is the best way to implement it so you don’t have to nag managers to do it.
· How can I get my boss to allow time (longer lunches, extra time off) as a reward? We’re all busy. We all have a ton to do, but if we think we can’t function without letting our employees have a break or some time off, then we have bigger problems than we realize. I’ve learned that when you give people time away, they come back more energized and more productive than when they left. That’s why your people SHOULD be getting time away. To me, time away is a great way to reward employees. Maybe start off small by asking for an extra hour at lunch. Then show how your employees are becoming even more productive because of it.
· In my company, we’re cutting costs but I’d like to use R&R to keep morale up. Are there free ways to recognize and reward on a non-existent budget? I hate to give it away, but we’ve got a huge list coming up on ways you can recognize and reward without spending a penny. One simple way is to just make sure you’re thanking your people--thank them for specific things and make it public, so everyone else sees who is being recognized and for what. You may be surprised how much power a simple “thank you” (for a specific behavior or action) can have. Other ideas include dress-down days or telling the story of a great behavior in a company meeting or other public forum.
· How can I get managers to use rewards employees actually want? One of the most important things about reward & recognition is that it’s got to be tailored to the individuals. You can’t give one-size-fits-all recognition. People are different. One person might love to be recognized and applauded in the weekly meeting, while another person will hate it. The trick is knowing all of your people well enough to know if a quiet email thanking them for their great work will be best or shouting it out to everyone with a bullhorn. We have a client out of Australia, RedBalloon, who uses BambooHR software to record how each of their employees likes to be rewarded. For example, they have customized a tab in our software that is called “Favorites,” where employees say what their favorite things are--like candy bars or favorite restaurants. When it comes time to reward an employee, the manager or HR only needs to check out their “favorites” and it’s easy to customize the reward for that person. That’s one simple (but thoughtful) way to tailor rewards to every individual.
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SPEAKER NOTES: So you may feel overwhelmed right now. This is a lot of information and you want to create a program that’s going to add value for years to come. But you don’t have to get a huge program up and running before you can get started. The beauty part of reward & recognition is that it’s more about your mindset. There are simple things you can do today to get started without having to spend months creating a huge program. Here are some practical ideas on ways you can start working on your program for different sizes of budgets and types of employees:
A lot of these ideas seem like great ideas, for the future, but what about today? Now that you’re feeling inspired to do something, you want to get started. So what can you actually do today. Right now. To get things going. But then tomorrow, you’ve got to go another step farther. Don’t forget to work on setting up a program that’s going to continue to make your people more productive and your workplace more positive.
Thank an employee for something specific. Then ask your managers to do the same.
Define which behaviors merit rewards and which merit recognition based on your company, its budget and culture.
Create a survey to learn how employees like to be recognized.
Plan the work. Work the plan.
Envision the results and keep your eye on the prize.
A lot of these ideas seem like great ideas, for the future, but what about today? Now that you’re feeling inspired to do something, you want to get started. So what can you actually do today. Right now. To get things going. But then tomorrow, you’ve got to go another step farther. Don’t forget to work on setting up a program that’s going to continue to make your people more productive and your workplace more positive.
Thank an employee for something specific. Then ask your managers to do the same.
Define which behaviors merit rewards and which merit recognition based on your company, its budget and culture.
Create a survey to learn how employees like to be recognized.
Plan the work. Work the plan.
Envision the results and keep your eye on the prize.
A lot of these ideas seem like great ideas, for the future, but what about today? Now that you’re feeling inspired to do something, you want to get started. So what can you actually do today. Right now. To get things going. But then tomorrow, you’ve got to go another step farther. Don’t forget to work on setting up a program that’s going to continue to make your people more productive and your workplace more positive.
Thank an employee for something specific. Then ask your managers to do the same.
Define which behaviors merit rewards and which merit recognition based on your company, its budget and culture.
Create a survey to learn how employees like to be recognized.
Plan the work. Work the plan.
Envision the results and keep your eye on the prize.
Since we deleted the No Budget slide, here is what was on it:
As we talked about briefly before, you don’t have a budget for reward and recognition. There are many ways to recognize employees that don’t have to cost you anything at all!
Remember, these free intrinsic rewards are the real motivators of performance and will keep your employees engaged. They will help your employees want to take on more responsibility and will give them a feeling of accomplishment. And what’s more, this costs your company nothing at all.
And really this is just the beginning. Get creative. Think of all the ways people can feel special and rewarded. What about a special parking spot you rotate when people need a reward? Or I think of the “Golden Banana Reward” -- For example, Hewlett-Packard has adopted a Golden Banana Award. It came about when a company engineer burst into his manager's office to announce he'd just found the solution to a problem the group had been struggling with for many weeks. His manager handed the employee a banana from his lunch (the only thing he had within reach to reward) with the words: "Well done! Congratulations!" At first, the employee was puzzled, but over time the Golden Banana Award became one of the most prestigious honors bestowed on an inventive employee.
Here is a list of free ways to recognize your employees: Say thank you.
Say thank you.
Remove a dreaded task.
Have a dress-down day.
Give long lunch or extra time off.
Offer stretch goal or growth opportunity.
Give a title promotion or responsibilities.
Have top manager thank employee.
Offer work flexibility.
Sometimes, however, when you do have a budget to reward employees, it can go far. Really, it’s like getting a return on your investment as people become more engaged and motivated. You see, when people are rewarded in the right way for the right things it makes them want to do those things again—and do even more—to receive more praise and get rewarded again. So the real question is: Where can you get the best ROI?
Just make sure you’re using that precious budget—whatever the size—on high-impact rewards. What’s important is that you’re motivating and engaging your people with the reward you choose.
STORY: When you realize someone is super committed and doing great work, what better buy-in can you get than offering stock options or giving equity? That will reconfirm their commitment to your company.
With flexible workplaces on the rise, you may find yourself managing a team of people who could be working from just about anywhere in the world. In fact, according to studies, telecommuting has increased 80 percent recently and continues to grow.
Since your people aren’t necessarily sitting in an office where you rally them together or see their faces every day, it’s important to focus on uniting your workforce by extending your company’s culture outside the walls of the office.
But that’s not so easy to do. You see, as much as those remote workers want to be part of something meaningful, they’re not around other team members to build upon their passion and aren’t there for the fun, culture-building stuff you do at the office. Yet they still want to feel a part of the team.
So how can you make sure everyone—no matter where they’re working—is feeling the passion a great culture provides?
Keep your eye on the prize: Don’t do it just to say you have a reward & recognition program because you think you should. Think about what you’re really going to do and how it’s truly going to help your people and your company. Are you bought in?