Essential Global Recognition & Engagement Insights

Michelle M. Smith, CPIM, CRP@michelleMsmith9

Towers Watson

14 countries(Major economies, emerging markets, important economic/sociopolitical)

10,333 employeesAll industries

3 Years of Formal Research = Global Best

Practices

11 countries; 15 cities

56 groups – 180,000+ leaders, managers & employees

Wide variety of industries

8 essential recognition elements

Focus Groups Provided Local Cultural Insights

And free tools for you!

MEXICO

BRAZIL

UKFRANCE

GERMANY JAPAN

CHINA

INDIA

AUSTRALIA

RUSSIA

SINGAPORE

UAE

TURKEYUNITED STATES

Many similarities – Significant differences

Recognition Important Everywhere

PHILIPPINES

INDONESIA

www.hrfloridaconference.org

Most recognition performance-based, not long service (retention) or extra effort – change that; offer off-line too

Meaningful recognition includes public recognition with leadership to demonstrate care & interest in employees

Recognition helps with career advancement & living standards; English or MBA classes & job training as awards

Perform

ance

Based

Aligned

Inclusiv

e

Meaningfu

l

Senior M

gmt In

volve

ment

Structu

re

Public Prese

ntation

Symbolism

Brazil

www.hrfloridaconference.org

• 2025: World’s most populist country– Population: 50% < 25; 65% <35 years old– Millennials = 70% of workforce– In 2020 average age = 29 years

• 28 states – distinct cultures/customs– Need reliable supplier for awards– Need deep understanding of cultures– Skilled workers change jobs frequently

Perform

ance

Based

Aligned

Inclusiv

e

Meaningfu

l

Senior M

gmt In

volve

ment

Structu

re

Public Prese

ntation

Symbolism

Work is very performance driven; hitting targets

Recognition helps employees with career development, management visibility & resume; onboarding & retention essential

Critical to have leaders involved in giving & celebrating recognition so employees feel known; good work acknowledged

Want symbolism, branding, personalisation on awards – trophies, certificates that can be shown to family & future employers

India

www.hrfloridaconference.org

Perform

ance

Based

Aligned

Inclusiv

e

Meaningfu

l

Senior M

gmt In

volve

ment

Structu

re

Public Prese

ntation

Symbolism

Communication & recognition isn’t happening often – good work results in silence; problems are pointed out; retention

Individual recognition important – want managers to know them

Managers need meaningful ways to connect with employees

Want fair recognition; no cash (taxed 30%)

Work Councils should be involved early

Germany

www.hrfloridaconference.org

• 2020 = 800 cities with income > Shanghai

• Lowest engagement/highest disengagement

• Younger generation from one child law

• T&D wanted > anywhere else in world

• Service anniversaries taken seriously

• Caution: colors, numbers, materials

• Relationship with boss is crucial

• “Big Face” to have brand names

Perform

ance

Based

Aligned

Inclusiv

e

Meaningfu

l

Senior M

gmt In

volve

ment

Structu

re

Public Prese

ntation

Symbolism

Work is very performance driven; hitting targets; need recognition for effort & to show company appreciation (with logo)

Recognition given for “best” & tied to opportunity for career growth; need more frequency & share with family

Traditions – wage inflation – turnover – relationships – work/life

High quality brand awards; training & development opportunities

Program tools & materials must be in Chinese

China

www.hrfloridaconference.org

Perform

ance

Based

Aligned

Inclusiv

e

Meaningfu

l

Senior M

gmt In

volve

ment

Structu

re

Public Prese

ntation

Symbolism

Sense of team is strong; celebrate teams & individuals – use recognition to connect different locations

Shared team awards appreciated; peer-to-peer awards

Morning teas popular for both recognition & socialising

Avoid too much “rah-rah;” post recognition visually instead of through big presentations

Australia

Drivers of Engagement

Engagement

Opportunity& Well-Being

Trust

Pride in Organisation

Consistent Impact Globally

Engagement

Opportunity& Well-Being

Trust

Pride in Organisation

Appreciation

Alignment

Communication

More Engagement Drivers

Appreciation impacts everything!

Making It Happen

• Implement global & local best practices

• Add appreciation to maximise outcomes

• Recommend assistance for cultural nuances, taxes, Customs & fulfillment

Please leave your business card for

the research white paper, the white

papers on recognition in

China & India, and the Global

Recognition Partner Checklist

Learn More….

Today at 14:30

Seminar Room 1

Tomorrow at 11:30

Seminar Room 2

Further questions can be addressed to:

Michelle.Smith@OCTanner.com

Thank You!

@michelleMsmith9Stand # 506

Michelle M. Smith, CPIM,CRPA world-renowned international speaker, author, and consultant, Michelle is a trusted advisor to many of the world’s most successful companies and

government organisations. A highly accomplished industry leader, she is a respected authority on leadership and employee engagement, and has

published and presented more than 800 articles and lectures.

A passionate thought leader, Michelle was named one of the “Ten Best and Brightest Women in the Incentive Industry.” She is President Emeritus of the

Incentive Marketing Association, Past President of the FORUM for People Performance at Northwestern University, Vice President of Research for the

Business Marketing Association, among many other prestigious board positions past and present.

“Michelle intuitively understands the importance of unlocking an employee’s hidden potential, and how to

leverage performance development initiatives for maximum return on investment.”