Race for Recognition

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Welcome to the Race for Recognition

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Welcome to the Race for Recognition

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Introductions

Define the keys to a recognition rich environment.

Review elements of an effective program.

Identify resources to enhance your implementation of recognition events.

Identify things you can do in your role as manager, in recognizing your team members.

Have fun!

Objectives

Introductions

Race for Recognition Overview

Race for Recognition Story

Resource Materials

Recognition Rally

Agenda

What does recognition mean?

Poll to ask the following:What is RECOGNITION?

Giving advice to someone

Acknowledging of an individual’s or team’s desired behavior, effort, or business result that supports the organization’s goals and values

Giving a talk to an audience

Delivering a speech for informal exchange of views or ideas or information

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The acknowledgement of an individual’s or team’s desired behavior, effort, or business result that supports the organization’s goals and values. Recognition communicates what matters most to our organization.

Recognize

Definitions

REACHWho knows what means?

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Vision and Mission – Core Values

Core Values

Responsive to clients and customers

Excellence by example

Act with integrity

Continue to learn, innovate, and share

Have respect for others

Vision and Mission

Become the leading resourcefor making recognition an integral part of the Wells Fargo business and people strategy exemplifying our core values ofR E A C H.

Vision

Vision and Mission

Mission

Make team member recognition an integral part of all Lines of Business by fostering the use, effectiveness and enthusiasm for team member recognition.

Vision and Mission

Race for Recognition Story

Race for Recognition Story

Wells Fargo owned the largest stagecoach operation in the world in the 1850’s.

Developed a reputation of trust.

Recognition may well be our single most neglected resource.

First recorded recognition award to James Wales Miller in the 1860’s.

Lack of recognition is second most cited reason for leaving a company.

Story Highlights

Our Recognition Team is charging through WF, to earn the trust and confidence of the Managers, Recognition Administrators, Coordinators and all Team Members by:

bringing the Best, Darn Recognitionthis side of the Great Lakes (actually both sides)…

Story Highlights

Valued and appreciated

Treated fairly

Given work that is important

Provided opportunities for advancement

Involved in the company

Team Members not only want good pay and benefits, they also want to be…

Keys to Effective Recognition

Attributes of an effective program

Management commitment

A link to bottom-line results of the company

Recognize the value of awards for team members

Fair and equitable distribution of awards

Simplicity of the program

Continuous evaluation and improvement

Keys to Effective Recognition

A Good Reward is:

Keys to Effective Recognition

Sincere and simple

Meaningful to the team member

Adaptable

Relevant

Timely

Supportive of organizational goals/values

What are the qualities of a good reward?

Share Your Thoughts…

With the right recognition, you will find:Team Members more willing to tackle problems on their own.

Team Members will show more concern about quality and reputation.

Team Members will be more willing to pitch in when things get difficult.

Morale will go up; absenteeism will go down; your job will get easier!

Make YOUR job easier!

Keys to Effective Recognition

Managers can demonstrate trust by:providing access to information.assigning a special project.giving team members the freedom to work flexible hours.

Relationships are the cornerstone of recognition. Without trust, respect, and communication --- recognition doesn’t work. Contests, programs, and rewards are insignificant without a strong relationship.

People want to be trusted to do the right thing

Keys to Effective Recognition

How do you like to be recognized?

Share your thoughts…

What is your favorite way to recognize someone?

How do you like to be recognized?

Recognition that hits the mark!

Hit the Mark

86% don’t believe they are recognized in the workplace.

46% left because they did not feel appreciated.

61% did not feel management value them as a person.

88% did not receive acknowledgement for their work.

Recognition that hits the mark!

Hit the Mark

Miss the Mark

When recognition misses the mark!

It (recognition) lacks meaning.

Bonuses aren’t recognition.

Perks aren’t recognition.

Incentives aren’t recognition.

Plaques and awards aren’t always recognition.

Meaningful

Memorable

Stand out in team member’s mind

What Makes Recognition Work?

Recognition Works

Four Elements of Recognition

Praise

Thanks Opportunity

Respect

Be clear and concise about what you are praising.

Make the praise proportional to the accomplishment don’t exaggerate or overdo it.

Keep it timely. Don’t wait six months for the performance review. When you see it, praise it!

Know if your Team Member prefers public or private praise.

Praise

Four Elements of Recognition

Thanks

Be sincere.

Add variety.BalloonsHandshakeSmileHand written noteE-Mail or FaxExpress Mail

Four Elements of Recognition

Seek to learn new skills to teach to your team.

Allow alternatives to how work gets done.

Mentor.

Ask for opinions on critical issues.

Include team members in decision process.

Encourage team members to train or coach others.

Opportunity

Four Elements of Recognition

RespectTeam members want to be valued.

Consider team members needs.

Provide a safe, pleasant work environment.

Make allowance for personal crises.

Get to know something about each person.

Four Elements of Recognition

Provide clear expectations, validation, respect, loyalty and trust.Figure out what people have to offer and leverage those strengths.Individualize recognition. Make it personal.Encourage team members to recognize their peers.Give instant feedback.Celebrate as a team.

Tips for Recognition that Work

Keep it coming!Keep it simple! Keep it consistent!

Recognition Tips

Greater ownership & accountability

Higher efficiency

Improved attendance

Reduced training costs

Heightened morale

Improved retention

Higher productivity

Improved quality of work & customer service

Increased loyalty

Reduced hiring costs

Reward Cycle

Average time to fill a position: 41-51 days. $10,000 - $50,000 to replace a position (tangible costs only). By 2008: demographers estimate a shortage of 10 million workers.

Skilled Labor

Unskilled Labor

Reasons to Care Today… and Tomorrow

Retention

On the Spot

Service Excellence Nomination

Service Excellence Award

Gold Coin

Management Excellence Nomination

Management Excellence Award

Years of Service

50 shopping points50 points toward SSC (if a SEA or GC have been awarded)$25 pre-paid debit card

75 point toward SSC (if a SEA or GC have been awarded)

$100 pre-paid debit card

#1 100 points / SSC

#2 200 points / SSC

#3 300 points / SSC

#4 400 points / SSC

100 points / SSC

One Gold Coin establishes eligibility toward SSC

** Only points for 1 Gold Coin per year will be awarded toward SSC

$75 pre-paid debit card

* Only one debit card will be awarded per year

* MEA win establishes eligibility toward SSC

25 shopping points = 5 Yr50 shopping points = 10 Yr150 shopping points = 15 Yr400 shopping points = 20 Yr800 shopping points = 25, 30, 40, 45 Yr

Award Types

Which award do you find most well received by your subordinates and why?

Award Types

Recognition Consultants

Marketing campaigns – Take Five

Celebrations

Educational opportunities

Non-monetary recognition

Tools

REACH shopping site

People Portal FAQ’s

Mentoring Guide

Reference Material

Resource Materials

1001 Ways to Reward Employees

Who Moved My Cheese

Attitude is Everything

Fish!

Publications

Corporate Recognition Website

Recipes for Recognition

Best Practices

Links

Recognition Rally

Recognize often!

Engage team members in planning events and being recognition champions.

Use the “Take 5” campaign – come up with additional “Take Fives”.

Find out what each of your team members prefer in terms of individual recognition.

Find out what your team members prefer in terms of team recognition.

Next Steps

Keys

Elements

Resources

Steps

Fun

Summary

Race for Recognition