Ingrain and Sustain Recognition

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

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Unsustainable recognition programs often result in:

  • A lack of adoption, wasting precious time and resources.
  • Failure to understand key expected behaviors.
  • Lower employee engagement rates.

Ingrained recognition program results in:

  • Increased productivity and individual performance.
  • Reduced turnover.
  • Improved relationships among employees and managers.

Module 1: Gather Feedback on Recognition

The Purpose

  • 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.

Activities: Outputs:
1.1 Conduct focus groups.
  • Focus Group Guide
  • Focus group trends and insights

Module 2: Design a Customized Recognition Program

The Purpose

  • 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.

Activities: Outputs:
2.1 Develop insights from focus groups and/or survey results.
  • Insights gathered
2.2 Select recognition criteria.
  • Recognition criteria selected
2.3 Define the structure of the program.
  • Program structure designed
2.4 Design the formal recognition process (optional).
2.5 Design the day-to-day recognition process.
  • Recognition Program Guide
2.6 Build a rollout and action plan.
  • HR Action & Communication Plan
2.7 Develop a sustainment plan.

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