Webinar expert panelists
- Cal Barber, Founder and Principal, Cal Barber Consulting
- Chuck Csizmar, Founder and Principal, CMC Compensation Group
- 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
- 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).
- 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.
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.
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 roadmap in place to complete your project successfully.
Module 1: Create a Culture of Recognition
- 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.
Focus on the day-to-day and informal recognition that create a culture of recognition
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
- 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.
What behaviors should we recognize?
- Identified behaviors
Establish nomination and selection criteria
- Documented nomination and selection criteria
Drive a recognition culture by layering all four common day-to-day and informal recognition types
- Documented appropriate types of recognition
Decide on a recognition budget based on either a percentage of salaries or a cost calculation
- Established budget