5 stories to inspire employee recognition success
TRANSCRIPT
5 Stories to Inspire Employee Recognition SuccessHow five organisations powered their people strategy through innovative recognition programs
Table of Contents3 Introduction
4 How to Build a Continuous Culture of Recognition and Reward
8 Krispy Kreme: Creating an All-in-One Employee Engagement Platform
10 Suncorp: Using Recognition to Unite a Dispersed Workforce
12 GLG Lighting: Introducing Peer-to-peer Recognition to Shine a Spotlight on Everyday Wins
14 Charles Sturt University: Celebrating Success and Encouraging Collaboration Across Campuses
16 North Construction: Improving Employee Connections and Elevating an Employer Brand
3 | Introduction
Introduction
Hi,
Natalie Savkoski, Strategic Client Success and
Engagement Manager at Reward Gateway
and I lead our Client Success team, who love
partnering with our clients to introduce an
engagement strategy that attracts, engages
and retains employees. One of the ways we
do that is through our employee reward
and recognition programs (or as we
like to say recognition and reward program).
I believe that innovative recognition programs
are key to building a culture of continuous
recognition and showing appreciation for your
employees in all areas of your business.
The right kind of employee recognition can
drive alignment with your organisation’s mission,
purpose and values, and can encourage behaviour
that leads to greater business value — and that’s
a winning combination any HR professional
(or business) would love to achieve. But while
our research shows that more than 70% of
employees say motivation and morale would
improve if employers simply said “thank
you” more, over half of those employees feel
like their boss could do more to appreciate
them. Employee recognition isn’t just a “nice-to-
have,” it’s a “must-have” employee engagement
driver that can help reduce turnover, increase
productivity, boost company morale and improve
collaboration. And the good news is that we’ve
seen these results within our own client base.
Reward Gateway offers a variety of strategic
employee recognition programs that many of our
1,800 clients provide to their people that help
drive business value and hit key deliverables on
many organisations’ overall people strategy.
Let’s walk through some of these
success stories together.
To better engagement,
Natalie SavkoskiStrategic Client Success and Engagement Manager
How to Build a Continuous Culture of Recognition and Reward
4 | How to Build a Continuous Culture of Recognition and Reward
5 | How to Build a Continuous Culture of Recognition and Reward
Introduce a recognition program that gets employees excited about saying “Thank You”When managers and peers facilitate continuous recognition, they contribute to higher levels of employee engagement and productivity. But there’s a disconnect — 54% of employees don’t feel their boss does enough to appreciate them.
Our own suite of recognition and reward programs (remember, we put the recognition before reward) helps you showcase achievements across your team and employees with meaningful moments of recognition, while embedding recognition within your company culture with on-the-spot tools accessible anytime, anywhere. Our recognition tools help
connect your people to your purpose, mission and values by highlighting the behaviours that drive your business forward. Here’s a look into what we offer:
Peer-to-peer employee recognition
Our peer-to-peer employee recognition program offers tailored eCards to fit every organisation’s unique goals and brand. Anyone can send or receive moments of recognition to showcase moments of values-driven behaviour, celebrate a big (or small!) win or welcome new team members on board. The possibilities are endless.
Social recognition
Employee recognition is most effective when others can share in that special moment, and that’s easy to do with social recognition. eCards and other rewards are displayed on a real-time feed of moments of recognition, where employees can interact with eCards and other awards by reacting with an emoji, commenting to lend support or tagging others in comments to extend the conversation.
6 | How to Build a Continuous Culture of Recognition and Reward
Instant award delivery
Empower managers with dedicated budgets to recognise their top performers with rewards redeemable at hundreds of national retailers, from everyday purchases to entertainment, travel, fashion and beyond. It’ll be a reward your employees will actually want to use. Plus, recipients can redeem their reward on the spot, anytime and anywhere thanks to a smartphone and tablet-friendly design that they can shop with.
Peer-to-peer nominations
Do you hold a peer-to-peer company award program such as Employee of the Month? Make it easy to manage and approve through our employee reward and recognition program. Use creative solutions to celebrate employee wins and milestones which reflect the unique culture and business challenges your company faces, across all levels.
Customised awards
Whether it’s for a service milestone or anything else, just send us a list of who you’d like to reward and watch your employees smile when they receive a company-branded, personalised email, congratulating them on their achievement.
More real-life stories at G2 CrowdEvery day more of our clients share their tales on G2 Crowd's technology review website. Check it out at rg.co/g2crowd
7 | What do our clients love about our recognition and reward hubs?
1. No more
administration-heavy award
processes — let the system do all of the work for you
2. Seamlessly integrate
recognition and communications
all in one place by starting conversations
on the spot
3. Choice of award redemption for
employees to suit different lifestyles
with hundreds of vendors to choose from
4. Built from the
ground up allowing you to tailor the award criteria to reflect your
culture and values
5. Enables your managers to
positively reinforce employee
behaviour — easily and immediately
What do our clients love about our recognition and reward hubs?
Here are just some of the ways other companies have used our employee recognition programs to make a true impact for their people, and for their business…
8 | Krispy Kreme: Creating an All-in-One Employee Engagement Platform
Despite Krispy Kreme’s ironclad doughnut recipes, there was one area where the organisation needed help: its employee engagement. Over the years, the company tried a variety of communication methods to get company messages across, like print magazines and emails from store managers.
But having a diverse workforce of 860 employees in 21 locations meant important messages weren’t reaching all employees. Krispy Kreme realised
Creating an All-in-One Employee Engagement Platform
they needed a consistent and scalable approach to employee communication and engagement which were aligned with its unique culture and company values.
The platform
Krispy Kreme’s Head of People, Sally Park, knew that her goal wasn’t just
to increase the adoption of company communications, but to make the
culture of recognition stronger and reinforce company values as well.
This meant creating and implementing a centralised place to showcase benefits for employees, reward and recognition, company systems, onboarding and employee communications.
9 | Krispy Kreme: Creating an All-in-One Employee Engagement Platform
79%of Krispy Kreme employees are
registered on The KK Mixer
Improvedemployee engagement with recognition
and communications
7,500eCards sent to date
The resultsKrispy Kreme decided to partner with Reward Gateway to implement an all-in-one employee engagement platform called “The KK Mixer,” including peer-to-peer recognition with eCards, timely updates, company news, discounts and employee benefits. Employees were kept at the centre of the platform, with access to a compelling platform and high caliber experience.
The introduction of The KK Mixer has allowed the HR team to transition HR communications to a branded, culture-driven platform that employees love engaging with.
10 | Suncorp: Using Recognition to Unite a Dispersed Workforce
Using Recognition to Unite a Dispersed Workforce
Suncorp Group Limited employs over 13,400 people in Australia and New Zealand to provide financial services and solutions to nine million customers. To unite the thousands of employees spread across a large portfolio of services and 250 different offices and branches, Suncorp created a simple but powerful recognition and recognition program to keep its new “One Suncorp” business model and company values front of mind, and to link everyday achievements to its mission and purpose.
Originally, each of Suncorp’s 11 business units ran bespoke reward and recognition programs and, while tailored to its needs, didn’t reflect the new “One Suncorp” business model and newly launched behaviours. Using feedback from the steering committee, Suncorp worked with Reward Gateway to develop a single recognition program for the entire business.
Suncorp launched its company-wide recognition program, Shine, in 2016 with a uniquely simple recognition and reward framework.
Employees now have a single eCard that they can send to recognise anyone at any time, and can also nominate each other for quarterly or annual awards which go through an approval process and are awarded in Suncorp’s different business functions.
Torsten Bect, Suncorp’s Executive Manager - Benefits, says the
program’s simplicity is one it’s greatest strengths: "It's proved
really valuable because it makes it so easy for people to say thank
you to anyone for everything.
11 | Suncorp: Using Recognition to Unite a Dispersed Workforce
Suncorp built its Shine platform so employees could access recognition and benefits in a single place, which provides transparency and access to a wide range of dollar-for-dollar benefits and rewards in a single hub. This saves program administrators and employees both time and money and allows Suncorp to position its employee recognition and rewards program as a critical part of the organisation's Employee Value Proposition.
“We really focussed on the peer-to-peer recognition, and made an active decision to not have it look like it was something that was being driven down from the top of the organisation,” Torsten says. “The awards are directly linked to our vision, strategic priorities and the Suncorp Compass.”
76,000eCards sent every year
200award nominations every month
Enhancedcommunication and unity across business
The resultsThe platform
12 | GLG Lighting: Introducing Peer-to-peer Recognition to Shine a Spotlight on Everyday Wins
With a century of experience designing creative and sustainable lighting solutions, GLG Lighting uses its employee recognition and reward program “Ignite” to spotlight achievements across the organisation and strengthen company culture.
Established in 1920, GLG Lighting has been illuminating spaces and lives around Australia for decades. The team has grown to include over 650 technicians, installers, engineers designers and support staff who work hard to provide unique lighting
Introducing Peer-to-peer Recognition to Shine a Spotlight on Everyday Wins
solutions anywhere and everywhere – from towering buildings and national landmarks, to roadways and stadiums. After several seasons of organisational change, management knew that in order to sustain their renowned quality of product and service, keeping them engaged and motivated to innovate was a top priority.
The company's employee engagement survey results indicated that recognition and communication were two areas that needed improvement.
For Steve Linton, General Manager, Services and Support, investing in a tool that enabled employees to share achievements, broadcast news and access benefits in one place was a straightforward win.
The platform
13 | GLG Lighting: Introducing Peer-to-peer Recognition to Shine a Spotlight on Everyday Wins
GLG Lighting’s Ignite program gives employees access to peer-to-peer recognition, company news and benefits all in one place. They can send each other eCards at any time, using these to highlight moments where team members have showcased any of the five organisational values. The program also introduced unique eCards to encourage specific behaviours that are unique to Gerard Lighting's cultural program, including “Great Lunatic Thinking” and “That Was A Trust Bucket Filler.”
This provides managers and peers the opportunity to show recognition, and encourages employees to log into Ignite to send eCards and post announcements and responses on their company “Bulletin Board.” Employees now turn to Ignite to read everything from product alerts and project wins to company social and sporting events. They use the react and comment functions to interact with posts and ask questions, and also recognise team members who were mentioned.
787eCards sent in the first month of launching
Embeddedcompany values
Improvedcommunication from leaders about team wins
The results
14 | Charles Sturt University: Celebrating Success and Encouraging Collaboration Across Campuses
Charles Sturt University (CSU) undertook a project to refresh its organisational values. Extensive consultation and feedback from CSU’s 2017 your voice staff survey highlighted recognition and cross-unit collaboration as priorities. Many employees indicated they didn’t feel acknowledged, with the existing Vice-Chancellor Award program reaching less than 5% of CSU’s 5,500 employees.
Celebrating Success and Encouraging Collaboration Across Campuses
Previously, there was no mechanism to promote and monitor social
and peer-to-peer recognition. RED provides a sense of autonomy.
Amy Hannaford, Organisational Development Advisor, began a review of CSU’s recognition program. She analysed participation rates and costs, surveyed employees, interviewed award recipients and panel members and consulted key leadership stakeholders to inform the future of CSU’s recognition and reward strategy. The team reviewed several systems and developed a compelling business case and change management plan before implementing a three-tiered recognition and reward program using Reward Gateway’s program.
CSU launched RED, which stands for “Recognising Excellence Daily” as an easy, practical way to celebrate and share the success and contributions of CSU employees. “The your voice survey indicated that employees didn’t feel like that were
It’s helping those that had an appetite for recognition and creating awareness of the importance of a connected workforce and what engagement can achieve. RED is an enabler for achieving our broader strategic objectives.”
RED allows employees to give and receive eCards at any time and nominate each other for awards based on CSU’s four values.
being acknowledged,” Amy says. “The main intent of the program is to celebrate and share success across the University and to provide a framework to recognise.
15 | Charles Sturt University: Celebrating Success and Encouraging Collaboration Across Campuses
The program also gives managers autonomy to give Achievement Awards at their discretion and provides a platform to submit nominations for the CSU Excellence Awards, which recognise outstanding achievements that contribute to the University’s purpose and strategy.
The social recognition wall provides visibility of real-time achievements across different units and some are highlighted in “InspiRED Stories”, which are blog posts that employees can comment on and respond to. To support employees in adopting the program, the project team developed supporting materials including a Launch pack, Manager Toolkit, videos and guidelines. RED also contains a page dedicated to showcasing key statistics to demonstrate the impact the program is making across different schools and divisions.
Record breakingnumber of nominations for Excellence Awards
771eCards sent in first 6 months
Narrativethat showcases CSU values being lived daily
The resultsThe platform
16 | North Construction: Improving Employee Connections and Elevating an Employer Brand
Recognition and reward has been an integral part of North’s employee experience for over 10 years. In that time its recognition approach has evolved from a manually administered then points-based program, to the multi-tiered program in place today. As the business has grown, its leadership recognised the importance of improving connections between their teams so the team started looking at ways they could use strategic recognition to reinforce company values while improving cross-team communication.
Improving Employee Connections and Elevating an Employer Brand
Nicole Redmond, Corporate Services Manager, started looking at ways North could bring together the unique elements of its Employee Value Proposition in one place. Her team worked with Reward Gateway to create “The Box,” an online platform that provides employees the information and links to systems they need for day-to-day work, alongside access to exclusive employee benefits and the ability to recognise their peers at any time.
“The quantity and quality of recognition that flows through The Box is so great,” Nicole says.
“Whether it’s an apprentice sending a Cheers Peers to their foreman,
or anyone receiving a “True North” award from a team mate, you can see
it all happening and the values that resonate the most with our people.”
The platform
17 | North Construction: Improving Employee Connections and Elevating an Employer Brand
385peer and manager recognition moments within first 4 months
Everydayvalues-based recognition
100%employees registered on platform
North Construction provides employees multiple ways to recognise each other any day, all year around. The Box is the first thing employees see when they log into their devices; from the homepage they can access company news, social updates, employee discounts and quick links to other systems. They can also see who has recently received recognition, and send each other values-based “Cheers Peers” eCards at any time, or give employees who have lived the values a “True North” award, which includes credit that the recipient can spend at hundreds of different retailers. The Northie Award also provides senior leaders an opportunity to shine the spotlight on exceptional performance.
“The Box is a bit of fun – it’s a name that we coined 10 or so years ago and means something to everyone here,” Nicole says,
“Now it’s the name of the hub where all our internal communication occurs, whether it’s about systems, social updates or who’s receiving recognition or awards.”
Whether it’s a new starter who has just joined the North team, or employees who need to learn more about what the company values look like in action, there is information to encourage people to read, use and participate on The Box.
“It’s live, we continue to update and evolve it. I love that it’s very flexible and easy to use, and that the reporting is really easy to access,” Nicole says. “We have a positive culture so people are really willing to embrace the program and recognise each other. We have a lot of project teams and The Box has been a great vehicle for the project teams to provide project updates and say thank you publicly.”
The results
Learn More The stories shown in this eBook are examples of Reward Gateway’s employee engagement platform using our suite of employee recognition and reward tools.
Get in touch with a member of our team to find out how you can get started on your employee engagement journey today.
Email: [email protected]
Phone: (02) 9112 0100
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