BUILDING CULTURE & ENGAGEMENT THROUGH RECOGNITION

RECOGNITION

THAD PETERSON Director, Product & Content Marketing

@thadpeterson

LYNETTE SILVA Recognition Consultant & Analyst

lynette.silva@globoforce.com

Globoforce is the leader in social recognition. Our clients get results—dramatic improvements in employee engagement, employee retention and measurable adoption of corporate culture.

100+ COUNTRIES

1.5M ACTIVE EMPLOYEE USERS

25M+ REWARD OPTIONS

1-3 MONTHS TO FULL ADOPTION

15+% INCREASES IN EMPLOYEE ENGAGEMENT

100% PURE SOFTWARE AS A SERVICE

About Globoforce ABOUT GLOBOFORCE

“The deepest principle in human nature is the craving to be appreciated.” - William James

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POLL: Which of the following would you expect to improve through recognition? (Check all that apply)

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Engagement

Retention

Understanding of company values

Employee satisfaction scores

Emotional commitment to the organization

Financial results of the company

RECOGNITION DRIVES RESULTS INDUSTRY ANALYSTS AGREE:

14% better customer service at companies with effective recognition

60% increase in engagement from recognizing employee performance

63% higher success rate on productivity from engaged companies

31% lower turnover at companies with effective recognition

17x more engagement from employees who clearly understand company values

15% boost in engagement correlates with a 2% increase in operating margin

BEST PRACTICES FOR RECOGNITION PROGRAMS

BEST PRACTICES FOR RECOGNITION

1. Create one universal program.

2. Level the recognition field.

3. Offer a broad winner’s circle.

4. Give timely, specific recognition.

5. Link to company core values.

6. Gain support of senior level execs.

7. Invest 1% or more of payroll.

8. Put it in the palms of their hands.

9. Provide proportionate, local awards.

10. Brand your culture

11. Leave cash off the table

12. Communicate and train

13. Make it social & peer-to-peer

14. Monitor and measure

15. Leverage crowdsourced data

Make globally accessible and equitable

Ensure it is easy, intuitive and fast to use

Streamline and centralize administration

CREATE ONE UNIVERSAL PROGRAM.

Empower all employees to recognize

Inspire multi-directional recognition

Remove departmental silos

LEVEL THE RECOGNITION FIELD.

Replace exclusive awards with inclusive ones

Touch 80%+ employees with recognition

Use frequent, lower value awards

OFFER A BROAD WINNERS’ CIRCLE.

Provide consistent, ongoing feedback

Recognize 5-8% of employees per week

Do not limit feedback to once a quarter or once a year

GIVE TIMELY, SPECIFIC RECOGNITION.

POLL: In your opinion, do your employees understand and buy into your company’s core values?

YES NO ✓ ✗

POLL: Is your recognition program tied to your company’s core values?

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YES NO ✓ ✗

Make organizational values practicable

Connect awards to core values and goals

Use data to measure performance of values

LINK TO COMPANY CORE VALUES & OBJECTIVES.

Cultivate senior executive level champions

Have executives kick off the launch

Encourage executives to recognize often

GAIN SUPPORT OF SENIOR LEVEL EXECUTIVE CHAMPIONS.

Dedicate at least 1% of payroll to recognition

Find money for recognition in ineffective legacy programs

INVEST 1% OR MORE OF PAYROLL.

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Offer a full array of mobile apps

Make sure employees can nominate, approve, congratulate and redeem from the road

Capture all activity from mobile recognition

PUT RECOGNITION IN THE PALMS OF THEIR HANDS.

Include local redemption for employees everywhere

Keep award value equal for all employees

Offer infinite choice to ensure relevance to all cultures

PROVIDE PROPORTIONATE LOCAL AWARDS FOR ALL REGIONS.

Tie your recognition brand to your company brand

Create something people can connect with

Connect with your brand promise and values

BRAND YOUR CULTURE.

Offer six tiers of reward levels

Avoid awards with low or no value

If you must use cash, limit to $1500 awards and above

LEAVE CASH OFF THE TABLE.

Build a solid training and communications plan

Include the program in recruitment and onboarding

Send periodic reminders to managers and employees to remind them to notice and recognize great behavior

COMMUNICATE AND TRAIN YOUR PEOPLE.

Email reminder for mgr

Allow everyone to recognize everyone

Put recognition on a public feed so people can see what behavior gets rewarded and praised

Extend the recognition moments with public congratulations from peers

MAKE IT SOCIAL. MAKE IT PEER-TO-PEER.

Gather the same data from all areas of the business

Eliminate “rogue” recognition programs

Merge programs such as service, wellness and R&R

MONITOR AND MEASURE.

Facilitate talent management

Discover cultural energizers and plan succession

Include crowdsourced data in annual performance reviews

LEVERAGE YOUR CROWD SOURCED DATA.

WEBINAR: THE CROWDSOURCED PERFORMANCE REVIEW

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JUNE 25TH | 1PM

BEST PRACTICES FOR RECOGNITION

1. Create one universal program.

2. Level the recognition field.

3. Offer a broad winner’s circle.

4. Give timely, specific recognition.

5. Link to company core values.

6. Gain support of senior level execs.

7. Invest 1% or more of payroll.

8. Put it in the palms of their hands.

9. Provide proportionate, local awards.

10. Brand your culture

11. Leave cash off the table

12. Communicate and train

13. Make it social & peer-to-peer

14. Monitor and measure

15. Leverage crowdsourced data

93% say recognition helps motivate them to sustain higher performance

88% Increase in employee satisfaction with recognition

14PT increase in employee engagement

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GLOBOFORCE RESULTS

13% increase in employee retention

QUESTIONS?

Globoforce Blog: www.globoforce.com/gfblog Recognize This! Blog: www.recognizethisblog.com

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