- Cherie Smith, Enterprise Engagement Manager, CalPERS
- Chester Elton, Apostle of Appreciation, Founder, Author, Speaker, The Culture Works
- Fady Makar, Employee Recognition & Engagement Manager, University of Toronto
- Ilia Maor, Senior Director, Info-Tech Research Group
- Joel de los Santos, Compensation Expert, Bayer
- Kevin Cronin, Director, Corporate Event Awards, O.C. Tanner
- Kristin Claudy, Manager, Leadership and Engagement, CalPERS
- Mark Nagy, former Director, Recognition Programs, RBC
- Michelle Preston, HR Director, Kira Systems
- Peter Hart, President & CEO, Rideau Recognition Systems
- Scott Russell, Director - Client Services, C.A. Short Company
- Tina Gunn Weede, President & CE, Peerless Performance
- Voke Ararile, Talent Acquisition Manager, Auto Capital Canada Inc.
- 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.
- 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.
This guided implementation is a ten call advisory process.
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.
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: Gather Feedback on Recognition
- Make the case for a sustainable recognition program.
- Gather feedback from employees on what they would like to see from a recognition program.
Key Benefits Achieved
- Use McLean & Company’s process to build a recognition program.
- Uncover employee needs and wants for recognition.
Conduct focus groups.
- Focus Group Guide
- Focus group trends and insights
Module 2: Design a Customized Recognition Program
- Build a recognition program aligned with organizational strategy and culture.
- Design recognition initiatives that target key behaviors.
Key Benefits Achieved
- Identify behaviors to be recognized.
- Establish program structure and selection criteria.
- Select appropriate types of recognition.
- Document a communication plan.
Develop insights from focus groups and/or survey results.
- Insights gathered
Select recognition criteria.
- Recognition criteria selected
Define the structure of the program.
- Program structure designed
Design the formal recognition process (optional).
Design the day-to-day recognition process.
- Recognition Program Guide
Build a rollout and action plan.
- HR Action & Communication Plan
Develop a sustainment plan.