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Building a Culture of Recognition in your Organization…NOW!
April 19, 2013
Building Recognition into your Organizational Culture…NOW!
Greg Butterfield Partner, Terryberry
This is what we will share TODAY!!!
RPI…BEST PRACTICE STANDARDS
Best Practice Standards were developed by RPI - Recognition Professionals International.
RPI…Best Practice Standards!
1.Recognition Strategy 2.Management Responsibility 3.Metrics 4.Communication 5.Training 6.Events & Celebrations 7.Program Change & flexibility: Continuous Improvement
Best Practice Standards were developed by RPI - Recognition Professionals International.
Alignment with Business Strategy Three Dimensional Procedures Objectives Continuous Improvement
RPI #1…Recognition Strategy
Best Practice Standards were developed by RPI - Recognition Professionals International.
“What is Honored is Cultivated.” -Plato
1Greg Butterfield, Senior Partner Terryberry 2006
Attitudes Behaviors Contributions
Characteristics your Organization VALUES MOST
Adaptable
Flexible Dedicated
Results Oriented
Solid Work Ethic
Positive Disposition
Reliable Optimistic
Honest
Appreciative of Others
Entrepreneurial Spirit
Accountable
Self Confident
Enthusiastic
Engaged
Hard Working
Team Builder
Attitudes
Discretionary Effort
Innovative Cooperative
Detail Oriented
Good Communicator
Exceeds Expectations
Punctual Seldom Absent
Creative
Risk Taker
Safety Advocate
Good Listener
Self Directed
Friendly
Engaged
Takes Ownership
Quick Study
Behaviors
Customer Service Pro Flexible
Innovation
Problem Solver
Technical Expert
Mentor
Product Enhancement
Staff Development
Quality Improvement
Valuable Ambassador Increased Productivity
Service Award Recipient
Self Improvement
New Sales Leader
Cost Savings
Active learner
Contributions
ABCs Adaptable Results Oriented Flexible Solid Work Ethic Positive Disposition Perseverance Optimistic Honest Appreciative of Others Entrepreneurial Spirit Accountable Self Confident Dedicated Enthusiastic Engaged Hard Working Team Builder
Good Communicator Innovative Creative Risk Taker Punctual Self Directed Safety Advocate Takes Ownership Detail Oriented Friendly Cooperative Exceeds Expectations Quick Study Seldom Absent Discretionary Effort Takes on Challenges Good Listener
Valuable Ambassador Active Learner Technical Expert Customer Service Pro Self Improvement New Sales Leader New Customer Leader Product Enhancement Customer Retention Problem Solver Sales Growth Cost Savings Quality Improvement Increased Productivity Innovation Mentor Staff Development
Anatomy of the 360° Platform!
Anatomy of the 360° Platform!
360RECOGNITION
Anatomy of the 360° Platform!
360RECOGNITION
RPI #2…Management Responsibility
Best Practice Standards were developed by RPI - Recognition Professionals International.
Senior Management: defines and documents the program policies,
procedures and objectives. demonstrates his/her personal involvement & support identifies and allocates adequate resources holds managers responsible for contributing Regularly reviews the program for business impact
What Managers Report Employees Want!
5. Interesting Work 4. Good Working
Conditions 3. Promotion & Growth 2. Job Security 1. Good Wages
Foreman Facts, Labor Relations Institute of NY,
10. Feeling “in” on things 9. Sympathetic help w/
personal problems 8. Appreciation for work
done. 7. Tactful Disciplining 6. Personal Loyalty to
Workers
But when Employeess are asked…
5. Good Wages!!! 4. Job Security 3. Sympathetic help on
personal problems (9) 2. Feeling “in” on things (10) 1. Appreciation for WORK
DONE!!* (8) *Foreman Facts, Labor Relations Institute of NY,
10. Tactful Disciplining 9. Good Working
Conditions 8. Promotion & Growth 7. Personal Loyalty to
Workers 6. Interesting Work
RPI #3…Program Metrics
Best Practice Standards were developed by RPI - Recognition Professionals International.
All credible programs must provide
measureable, positive business impact!
Target Employee Recognition
Build Employee Engagement
Improve Employee/Customer Satisfaction
Increase Bottom-Line Profitability
“ORGANIZATIONS actively seeking to improve employee engagement, including through the use of formal and informal recognition, financially outperform their competitors.”
Recognition = Profitability
RPI #4…Communication Plan
Best Practice Standards were developed by RPI - Recognition Professionals International.
Communicate your Mission, Vision and Values: Identify your audience (stakeholders, managers &
participants Develop your message (branding) Determine & maximize your available
communication resources
Market Your Recognition Initiative!
Why the program is in place
What it is meant to accomplish
How employees’ achievements impact them
Repetition, repetition, repetition
Market Your Recognition Initiative!
RPI #5…Recognition Training
Best Practice Standards were developed by RPI - Recognition Professionals International.
Give your frontline managers the skills & tools to effectively show appreciation: Needs Assessment Training, Toolbox, TTT, GiveAWOW Platform Leadership development for delivering recognition
effectively and personally Linking recognition with mission, vision & values
RPI #5…Recognition Training
How well do you know your PEOPLE?
Relationship or Results Oriented Workload Tolerance Sociability: Public or Private? Stress Tolerance Problem Solving Skills
Communication Preferences Individual or Team Orientation Creativity Quotient Learning Style Motivating Factors
RPI #6…Events & Celebrations
Best Practice Standards were developed by RPI - Recognition Professionals International.
Pre-event Planning: Involve a manager who takes time to prepare Choose the right person to present Know exactly why and speak in specifics Comments should be upbeat & positive Most importantly, create a clear line of sight between
the accomplishment & the company mission.
Connecting the Recognition DOTS!
1. Say Thank You
2. Tell the person what he/she did that got your attention!
3. What did the action mean to you as the supervisor?
4. What did the action mean to the organization?
5. How does it align with the Mission, Vision and Values
RPI #7…Continuous Improvement
Best Practice Standards were developed by RPI - Recognition Professionals International.
To ensure success, you must be willing to adapt and change. Change drivers include: Organizational changes (mergers, acquisitions, etc.) Managerial change Changes in operating environment (fiscal, RIF, etc.) Changes in strategic objectives Program Impact Metrics
The Value of saying THANK YOU…
Organizations that excel at employee recognition are 12 times more likely to generate strong business results… “RESEARCH found that in organizations where recognition occurs, employee engagement, productivity and customer service are about 14 percent better than in those where recognition does not occur. SOURCE Bersin & Associates Nov 7, 2012
What Today’s Employees want
From their WORK!
Recognition = Profitability
Belonging to an
organization with solid ethics,
good values & a strong sense of
responsibility
Recognition = Profitability
Understanding how they fit into
the organization’s
success
Recognition = Profitability
Leadership from the C-Suite that is
trusted, consistent & VISIONARY
Recognition = Profitability
The opportunity to learn, grow & develop new skills
Recognition = Profitability
Being given respect & flexibility as a WHOLE PERSON, not just an employee
Recognition = Profitability
Having enjoyable, relationships as part of a social workplace team
Recognition = Profitability
Having a good working
relationship with their
immediate Supervisor
Recognition = Profitability
Knowing they are valued,
appreciated, acknowledged & recognized
Recognition = Profitability
Recognition. It’s a Manager’s ultimate tool.
Recognition = Profitability
“competitive advantage
and financial performance stem from the performance of people.”
Employee Lifetime Value (ELTV): Measuring the Long-Term Financial Contribution of Employees – Forum for People Performance Management and Measurement
Recognition = Profitability
