Why…reward and recognition? Understanding the

links between people, engagement and performance.

A SlideShare by IDG

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Why… reward and recognition?

Definition: Reward and recognition strategy and supporting activities are used to

enhance recruitment, retention and performance levels. They can also help to attract,

retain, motivate and engage people.

Reward can include basic pay, health benefits, pension, bonus, holiday leave, sick leave

and flexi-time.

Recognition can include activities such as a thank you and acknowledgement, career

development plans, long service awards, Employee of Month schemes, newsletter

mentions, coaching/mentoring opportunities and expert recognition.

Facts and Stats

• Performance: Organisations with the most sophisticated recognition practices are

12 times more likely to have strong business outcomes (Bersin by Deloitte)

• Engagement: Providing employees with recognition for high performance was voted

the most impactful driver of employee engagement (Harvard Business Review)

• Motivation: 31% of employees suggested better treatment by their employer,

including more praise and a sense of being valued, would be the most motivational

thing their organisation could do (ILM)

• Keeping Hold of Talent: Companies with strategic recognition reported a mean

employee turnover rate that is 23.4% lower than retention at companies without

any recognition programme (SHRM/Globoforce)

“People work for

money but go the

extra mile for

recognition, praise

and rewards”

Dale Carnegie

“For artists, scientists, inventors, schoolchildren and the rest of us, intrinsic motivation – the drive to do something because it is interesting, challenging and absorbing – is essential for high levels of creativity”

Dan Pink

You‟ve got the why, but what‟s next?

Money doesn’t always talk: Reward and recognition isn‟t just about money.

According to the ILM, ensuring employees enjoy their job is the single most effective

way to motivate - even more influential than salary in inspiring staff to work hard.

Remember to say thank you! As part of the annual Investors in People Job Exodus

Survey in 2016, employees said „say thank you more‟ when asked what employers

can do to increase overall happiness.

Make it relevant: Consider your company purpose and values and what kinds of

recognition and reward would be relevant and motivational to your people. The more

relevant to your culture, the more impact it will have.

Engaging all levels: Your leaders and managers are the frontline in developing a

culture of effective recognition and reward. Ensure they are engaged themselves

and understand the „why‟ behind what you‟re trying to achieve.

Explore a Total Approach

The concept of total reward considers all aspects of work that are valued by

employees and how they are all interconnected. This includes elements such as

learning and development opportunities and/or an attractive working environment and

is in addition to the wider pay and benefits package.

Look Up: The Armstrong Total Reward Model

• Watch: Dan Pink and his TED Talk

exploring motivation

• Attend our free Reward &

Recognition breakfast events

• Listen to our Why Series Podcast

exploring reward and recognition

• Download and share our Reward and

Recognition infographic

• Follow us @i_dg for all the latest

news, resources and events

• Find out more about our Ambition

Programme here

Further support from IDG

• We hope you‟ve found this SlideShare interesting and a good starting point for your

organisation to explore your reward and recognition strategies – helping you to improve

both your people practices and business performance

• We want to help your organisation be happier, healthier and more sustainable. If you‟d

like to talk to us about your approach to reward and recognition, please get in touch or

find out more about our Ambition Programme here

• To find out more about IDG and what we‟re all about, visit our website www.i-dg.co.uk,

call us on 0844 406 8008* or email enquiries@i-dg.co.uk

* Calls will cost 3p per minute plus your phone company's access charge