Ingrain and Sustain Recognition

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

Onsite Workshop

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.

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

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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