perks ww 10 employee recognition program best practices webinar
TRANSCRIPT
4Company Confidential © 2017 Perks WW Employee All Rights Reserved.
Your Employee Engagement Strategy
5Company Confidential © 2017 Perks WW Employee All Rights Reserved.
So what’s the problem?
64% of employees resign because they feel
unappreciated.
6Company Confidential © 2017 Perks WW Employee All Rights Reserved.
10 Employee Recognition Best Practices
7Company Confidential © 2017 Perks WW Employee All Rights Reserved.
You are nothing without an ROI plan
Without an ROI plan funding will be difficult to get (and
keep) AND reporting success will be difficult.
NOTE: A comprehensive ROI plan will give you the
backing of your CFO
8Company Confidential © 2017 Perks WW Employee All Rights Reserved.
Design elements to consider
Collect data about current conditions to develop a baseline.
Collect data during the program period
for use as a comparison.
Collect data after the program period to understand if/how
tools are being used.
Assess the business impacts of the data.
Convert that data to $ (where possible.)
Capture all possible costs.
Calculate ROI & define intangible
program elements.
9Company Confidential © 2017 Perks WW Employee All Rights Reserved.
Tie recognition to company values and goals
Rewarded performance should service the company
in attaining goals.
Use/create company value statements and align
recognition categories for results that compliment
these statements.
10Company Confidential © 2017 Perks WW Employee All Rights Reserved.
Design elements to consider
Gather input from key stakeholders.
Perform competitive research.
Survey your employees.
Involve a diverse group in the design.
Establish program goals, objectives
and metrics.
Develop a program baseline.
Determine behaviors that contribute to
business success.
Define the financial benefit of target
behaviors.
11Company Confidential © 2017 Perks WW Employee All Rights Reserved.
Implement peer to peer recognition and eliminate the hierarchy
Peers are in-tune with co-worker actions on a daily basis
and colleague contributions are more highly valued. Top
down recognition is often seen as political.
12Company Confidential © 2017 Perks WW Employee All Rights Reserved.
Design elements to consider
Give examples of appropriate recognition.
Consider recognition for colleagues outside
their department.
Train people to recognize “good”
behaviors .
Include explanations in your new employee
orientation.
Provide training around recognition
areas not well-utilized.
Keep supervisors informed – this
includes reporting & recognition.
13Company Confidential © 2017 Perks WW Employee All Rights Reserved.
Recognize people based on specific results and behaviors
Create a culture of doing the ‘right thing’ by awarding
people for driving specific results that provided value
add.
14Company Confidential © 2017 Perks WW Employee All Rights Reserved.
Design elements to consider
Invite participation at all levels.
Recognition should be continual.
Add spot award programs, they are
informal and accessible.
Keep it simple.Help employees
grow.Span the employee
lifecycle.
Structure program for individual and/or
team awards.
15Company Confidential © 2017 Perks WW Employee All Rights Reserved.
Recognition should be fast and easy
Make your website easily accessible and
user-friendly so that the recognition process is
enjoyable – not a burden.
16Company Confidential © 2017 Perks WW Employee All Rights Reserved.
Design elements to consider
The user experience is key, make it easy for the user to give
recognition.
Once the user has been
recognized, build in a very short
action to awardtime period.
And an even shorter award to
reward time period.
Remember, cash in a paycheck is
salary.
17Company Confidential © 2017 Perks WW Employee All Rights Reserved.
Help your managers succeed
A successful recognition program requires
management involvement. Train managers
about recognition that supports company values.
Give them tools and visibility to support success.
18Company Confidential © 2017 Perks WW Employee All Rights Reserved.
Design elements to consider
Integrate manager training. Explain
what your company considers
appropriate recognition.
Provide reports that inform & educate about their team’s
participation.
No surprises! Inform managers when their employee is nominated and
recognized.
Incorporate feedback. Ask them about what is and
isn’t working.
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Keep everyone in the know
Define a comprehensive employee recognition
communication plan targeted to each audience segment
that drives people to redeem and keeps users highly
engaged.
20Company Confidential © 2017 Perks WW Employee All Rights Reserved.
Design elements to consider
Develop a segmented communication
strategy.
Use multiple communications
channels.
Announce program design team members
and goals.
Share the design decision-making
process & successes.
Provide progress updates.
Solicit suggestions and feedback.
21Company Confidential © 2017 Perks WW Employee All Rights Reserved.
Game mechanics increase engagement
Gamification is about organizing information in a
way that simplifies the experience while motivating
your participants.
22Company Confidential © 2017 Perks WW Employee All Rights Reserved.
Design elements to consider
Incorporate badges, games of chance, spin the wheels, challenges,
and more.
Progress bars give a sense of accomplishment and put participant goals
front and center.
Progressive learning keeps users from feeling
overwhelmed while ensuring the program
stays fresh.
23Company Confidential © 2017 Perks WW Employee All Rights Reserved.
Recognize and Reward
Balance intrinsic and extrinsic motivation to
increase employee engagement levels. Think
about audience segmentation when designing your
reward options.
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Design elements to consider
Intrinsic
Intrinsic engagement is an absolute must
when creating a successful employee
recognition program.
Intrinsic rewards are an excellent way to motivate employees to
complete a task through autonomy, mastery and purpose
Extrinsic
Balancing extrinsic rewards to intrinsic
motivators is vital to program success.
Extrinsic rewards can be in the form of compensation through
points/dollars, perks, vacation days or even promotions.
Ensure a process is in place to quickly pay points/dollars into the persons account.
Vary rewards mix, based upon your goals and
audience. Incentives should be appropriate to the
country, program structure and goals.
Rewards should be both inspirational and
aspirational.
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Monitor performance and adjust
Employee recognition is not one and done.
26Company Confidential © 2017 Perks WW Employee All Rights Reserved.
Design elements to consider
Know what information you need to gather. Report on gaps and successes.
Survey consistently.
Hold regular meetings.
Adjust to improve results (but not too
often.)
28Company Confidential © 2017 Perks WW Employee All Rights Reserved.
1. You are nothing without an ROI plan
2. Tie recognition to company values and goals
3. Peer to peer recognition eliminates the hierarchy
4. Recognize people based on specific behaviors
5. Make recognition fast and easy
6. Help your managers succeed
7. Keep everyone in the know
8. Game mechanics increase engagement
9. Recognize and reward
10. Monitor performance and adjust
10 EMPLOYEE RECOGNITION BEST PRACTICES
29Company Confidential © 2017 Perks WW Employee All Rights Reserved.
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Thank you.