Create a Culture of Recognition to Drive Engagement, Improve Retention, and Increase Profitability

Establish informal recognition to create a high-return culture of recognition.

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Your Challenge

  • According to a 2013 survey by the Society for Human Resource Management (SHRM) and Globoforce, 81% of organizations currently have a recognition program.
  • Despite the prevalence of recognition programs, employees want more recognition than they currently receive:
    • “52% of employed workers do not feel their efforts are recognized or valued” (WorldatWork).
    • 65% of Americans surveyed had received no recognition in the preceding year (Gallup Organization).
    • 85% of employees feel overworked and underappreciated (Dr. B. Nelson).

Our Advice

Critical Insight

  • Recognition is a significant employee engagement driver. For every 10% increase in recognition:
    • The engagement score increases by 3.6%
    • The performance commitment score increases by 4.7%
    • The intent to stay score increases by 10%

Impact and Result

  • Clearly, the existence of a recognition program isn’t enough. The program must be widely used to create business benefits. To realize benefits and maintain them, you must create a culture of recognition.
  • Recognition doesn’t have to be complicated or costly. Appreciation is more effective in impacting key behaviors and performance.
  • To create a culture of recognition, empower people to recognize one another on an ad-hoc basis. This will ingrain the notion of appreciation. Therefore, the best way to create a culture of recognition is by developing training & support and providing resources for informal recognition.

Contributors

Webinar expert panelists

  • Cal Barber, Founder and Principal, Cal Barber Consulting
  • Chuck Csizmar, Founder and Principal, CMC Compensation Group

Interviews

  • Joseph Chan, Senior Manager of Benefits, Wal-Mart Canada
  • Rose Douglass, Executive Vice President & Director of HR, Central Bank and Trust Co.
  • Julie Lockington, Recognition Specialist, Region of York
  • Michael Rose, Rewards Consultant & Author

Get the Complete Storyboard

See how all the steps you need to take come together, with tools and advice to help with each task on your list.

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Get to Action

  1. Make the case for recognition

    Get buy-in for recognition initiatives by outlining the extensive business benefits.

  2. Discover the keys to effective recognition

    Form a recognition project team and drive home the eight keys to successful recognition.

  3. Design recognition initiatives

    Isolate key behaviors, set nomination criteria, layer recognition initiatives, set a budget, and create a measurement baseline with an engagement survey to ensure optimal results.

  4. Operationalize recognition initiatives

    Set guidelines, create a communication plan, train managers, and plan for ongoing measurement to ensure long-term success.

Guided Implementation icon Guided Implementation

This guided implementation is a three call advisory process.

  • Call #1: Make the case and discover the keys to effective recognition

    We will discuss the many business benefits of recognition; how to create a culture of recognition through informal recognition initiatives; how to gain stakeholder buy-in for employee recognition programs; and the keys to recognition success.

  • Call #2: Design recognition initiatives

    We will discuss setting a foundation for recognition initiatives; isolating key behaviors and setting nomination criteria; layering day-to-day and informal recognition; the superiority of non-cash awards; setting a recognition budget and planning for taxation;and how to measure recognition success.

  • Call #3: Operationalize recognition initiatives

    We will discuss the advantages and disadvantages of an online platform; establishing recognition guidelines; creating a communication plan; training managers to effectively recognize; planning for ongoing measurement.

Onsite Workshop

Module 1: Create a Culture of Recognition

The Purpose

  • Understand the rationale for recognition, as well as how to create a strong foundation for a culture of recognition.

Key Benefits Achieved

  • Uncover the substantial benefits of recognition.
  • Discover the eight keys to recognition success – and the basis for a recognition culture. 

Activities: Outputs:
1.1 Focus on the day-to-day and informal recognition that create a culture of recognition
  • Agenda
1.2 Understand the keys to successfully building recognition into our culture
  • How the keys to recognition can be applied in your organization

Module 2: Select and Operationalize Recognition Initiatives

The Purpose

  • Design informal recognition initiatives that target key behaviors and train managers to apply liberally.

Key Benefits Achieved

  • Identify behaviors to be recognized.
  • Establish nomination and selection criteria.
  • Select appropriate types of recognition.
  • Set a recognition budget.
  • Use the engagement survey to track recognition outcomes.
  • Assess if online recognition is right for your organization.
  • Establish recognition guidelines.
  • Get ready for manager training.
  • Document a communication plan.

Activities: Outputs:
2.1 What behaviors should we recognize?
  • Identified behaviors
2.2 Establish nomination and selection criteria
  • Documented nomination and selection criteria
2.3 Drive a recognition culture by layering all four common day-to-day and informal recognition types
  • Documented appropriate types of recognition
2.4 Decide on a recognition budget based on either a percentage of salaries or a cost calculation
  • Established budget

Workshop Icon Book Your Workshop

Onsite Workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn’t enough, we offer low-cost onsite delivery of our Project Workshops. We take you through every phase of your project and ensure that you have a road map in place to complete your project successfully.

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Updated

Search Code: 74334
Published: March 3, 2014
Last Revised: July 22, 2014

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