perks ww 10 employee recognition program best practices webinar

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10Best Practices

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Today’s presenters


Your Employee Engagement Strategy


So what’s the problem?

64% of employees resign because they feel

unappreciated.


10 Employee Recognition Best Practices


You are nothing without an ROI plan

Without an ROI plan funding will be difficult to get (and

keep) AND reporting success will be difficult.

NOTE: A comprehensive ROI plan will give you the

backing of your CFO


Design elements to consider

Collect data about current conditions to develop a baseline.

Collect data during the program period

for use as a comparison.

Collect data after the program period to understand if/how

tools are being used.

Assess the business impacts of the data.

Convert that data to $ (where possible.)

Capture all possible costs.

Calculate ROI & define intangible

program elements.


Tie recognition to company values and goals

Rewarded performance should service the company

in attaining goals.

Use/create company value statements and align

recognition categories for results that compliment

these statements.



Gather input from key stakeholders.

Perform competitive research.

Survey your employees.

Involve a diverse group in the design.

Establish program goals, objectives

and metrics.

Develop a program baseline.

Determine behaviors that contribute to

business success.

Define the financial benefit of target

behaviors.


Implement peer to peer recognition and eliminate the hierarchy

Peers are in-tune with co-worker actions on a daily basis

and colleague contributions are more highly valued. Top

down recognition is often seen as political.



Give examples of appropriate recognition.

Consider recognition for colleagues outside

their department.

Train people to recognize “good”

behaviors .

Include explanations in your new employee

orientation.

Provide training around recognition

areas not well-utilized.

Keep supervisors informed – this

includes reporting & recognition.


Recognize people based on specific results and behaviors

Create a culture of doing the ‘right thing’ by awarding

people for driving specific results that provided value

add.



Invite participation at all levels.

Recognition should be continual.

Add spot award programs, they are

informal and accessible.

Keep it simple.Help employees

grow.Span the employee

lifecycle.

Structure program for individual and/or

team awards.


Recognition should be fast and easy

Make your website easily accessible and

user-friendly so that the recognition process is

enjoyable – not a burden.



The user experience is key, make it easy for the user to give

recognition.

Once the user has been

recognized, build in a very short

action to awardtime period.

And an even shorter award to

reward time period.

Remember, cash in a paycheck is

salary.


Help your managers succeed

A successful recognition program requires

management involvement. Train managers

about recognition that supports company values.

Give them tools and visibility to support success.



Integrate manager training. Explain

what your company considers

appropriate recognition.

Provide reports that inform & educate about their team’s

participation.

No surprises! Inform managers when their employee is nominated and

recognized.

Incorporate feedback. Ask them about what is and

isn’t working.


Keep everyone in the know

Define a comprehensive employee recognition

communication plan targeted to each audience segment

that drives people to redeem and keeps users highly

engaged.



Develop a segmented communication

strategy.

Use multiple communications

channels.

Announce program design team members

and goals.

Share the design decision-making

process & successes.

Provide progress updates.

Solicit suggestions and feedback.


Game mechanics increase engagement

Gamification is about organizing information in a

way that simplifies the experience while motivating

your participants.



Incorporate badges, games of chance, spin the wheels, challenges,

and more.

Progress bars give a sense of accomplishment and put participant goals

front and center.

Progressive learning keeps users from feeling

overwhelmed while ensuring the program

stays fresh.


Recognize and Reward

Balance intrinsic and extrinsic motivation to

increase employee engagement levels. Think

about audience segmentation when designing your

reward options.



Intrinsic

Intrinsic engagement is an absolute must

when creating a successful employee

recognition program.

Intrinsic rewards are an excellent way to motivate employees to

complete a task through autonomy, mastery and purpose

Extrinsic

Balancing extrinsic rewards to intrinsic

motivators is vital to program success.

Extrinsic rewards can be in the form of compensation through

points/dollars, perks, vacation days or even promotions.

Ensure a process is in place to quickly pay points/dollars into the persons account.

Vary rewards mix, based upon your goals and

audience. Incentives should be appropriate to the

country, program structure and goals.

Rewards should be both inspirational and

aspirational.


Monitor performance and adjust

Employee recognition is not one and done.



Know what information you need to gather. Report on gaps and successes.

Survey consistently.

Hold regular meetings.

Adjust to improve results (but not too

often.)


Let’s put it all together


1. You are nothing without an ROI plan

2. Tie recognition to company values and goals

3. Peer to peer recognition eliminates the hierarchy

4. Recognize people based on specific behaviors

5. Make recognition fast and easy

6. Help your managers succeed

7. Keep everyone in the know

8. Game mechanics increase engagement

9. Recognize and reward

10. Monitor performance and adjust

10 EMPLOYEE RECOGNITION BEST PRACTICES


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perks ww 10 employee recognition program best practices webinar

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