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Ingrain and Sustain Employee Recognition

Rewarding employees without recognition is counterproductive. Put recognition first and use rewards to amplify its effectiveness.

  • Expectations are rapidly changing about how, and how often, employees should be recognized.
  • Rewards and recognition programs are often too focused on the tangible reward element, ignoring the more important, but intangible, recognition element.
  • Recognition programs are created in an ad hoc manner that does not align with organizational or individual needs.

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  • Get on-demand project support
  • Get advice, coaching, and insight at key project milestones
  • Go through a Guided Implementation to help you get through your project
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Our Advice

Critical Insight

  • Recognition is impactful independent of rewards (i.e. items with a monetary value), but rewarding employees without proper recognition can be counterproductive. Put recognition first and use rewards as a way to amplify its effectiveness.

Impact and Result

  • Design a recognition program with the three keys to recognition in mind: customization, alignment, and transparency.
  • Ask employees how they want to be recognized. Customization will make the program more effective.
  • Discover key strategic and cultural behaviors that the organization wants to drive, and align recognition criteria with these behaviors.
  • Create transparency with a fair and open recognition selection process.

Ingrain and Sustain Employee Recognition Research & Tools

2. Design the recognition program

Identify the structure of recognition program and design recognition initiatives.

Recognition Program Guide
Employee Recognition Nomination Form
Recognition Ideas Catalog

3. Implement the recognition program

Ingrain recognition by selecting metrics to measure the program’s impact, designing an action plan, and training managers.

HR Action and Communication Plan
Training Deck: Reinforce Behavior With Employee Recognition
Handbook: Reinforce Behavior With Employee Recognition

4. Launch LMS training

Instill learning throughout the organization. Import an interactive eLearning module into your business’ existing learning management system.

LMS Download: Reinforce Culture and Strategy With Recognition

Build and Sustain a Robust Employee Recognition Program

Academy | Build and Sustain a Robust Employee Recognition Program Introduction
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How to complete this course:

Use these videos, along with the Project Blueprint deck above, to gain an understanding of the subject. Start with the Introduction, then move through each of the Course Modules. At the end of each Module, you will be required to complete a short test to demonstrate your understanding. You will complete this course when you have completed all of the course tests.

  • Number of Course Modules: 4
  • Estimated Completion Time: 1.5 hours

Learning Outcome

Learners will be able to identify the three keys to building an effective recognition program and how they impact the design and rollout of a recognition program.

Learning Objectives

By the end of this course, learners will be able to:


  • Identify the three keys to recognition: customization, alignment, and transparency.
  • Assess the current recognition landscape in their organization.
  • Navigate the decision points in designing a recognition program.
  • Build a rollout plan that sustains the program past launch.

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Course Modules

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Introduction

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Module 1

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Module 2

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Module 3

Ingrain and Sustain Employee Recognition preview picture

About McLean & Company

McLean & Company is an HR research and advisory firm providing practical solutions to human resources challenges via executable research, tools, diagnostics, and advisory services that have a clear and measurable impact on your business.

What Is a Blueprint?

A blueprint is designed to be a roadmap, containing a methodology and the tools and templates you need to solve your HR problems.

Each blueprint can be accompanied by a Guided Implementation that provides you access to our world-class analysts to help you get through the project.

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Get the help you need in this 3-phase advisory process. You'll receive 10 touchpoints with our researchers, all included in your membership.

Guided Implementation 1: Assess current recognition landscape
  • Call 1: Discuss formal and day-to-day recognition, the three keys to recognition, key data sources, and customization of the Employee Recognition Survey Questions.
  • Call 2: Review results of the Employee Recognition Survey Questions and identify themes to discuss in focus groups.
  • Call 3: Identify key criteria based on organizational objectives.

Guided Implementation 2: Design the recognition program
  • Call 1: Discuss methods of calculating the recognition budget, select method, and identify if the program will consist of both formal and day-to-day recognition initiatives.
  • Call 2: Review formal recognition initiatives.
  • Call 3: Identify day-to-day recognition initiatives.
  • Call 4: Discuss relevant recognition technology.

Guided Implementation 3: Implement the recognition program
  • Call 1: Identify key metrics that will be used to measure the impact of recognition. Discuss the HR Action and Communication Plan.
  • Call 2: Review completed HR Action and Communication Plan and discuss manager training.
  • Call 3: Discuss tactics to ingrain and sustain recognition.

Contributors

  • Ararile, Voke.Talent Acquisition Manager, Auto Capital Canada Inc.
  • Claudy, Kristin. Manager, Leadership and Engagement, CalPERS
  • Cronin, Kevin. Director, Corporate Event Awards, O.C. Tanner
  • de los Santos, Joel. Compensation Expert, Bayer
  • Elton, Chester. Apostle of Appreciation, Founder, Author, Speaker, The Culture Works
  • Gunn Weede, Tina. President & CEO, Peerless Performance
  • Hart, Peter. President & CEO, Rideau Recognition Systems
  • Makar, Fady. Employee Recognition & Engagement Manager, University of Toronto
  • Maor, Ilia. Senior Director, Info-Tech Research Group
  • Nagy Mark. Former Director, Recognition Programs, RBC
  • Preston, Michell. HR Director, Kira Systems
  • Russell, Scott. Director Client Services, C.A. Short Company
  • Cherie Smith, Enterprise Engagement Manager, CalPERS

Related Content: Culture

Search Code: 85669
Last Revised: October 5, 2022

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