How to Bravo! A Guide for Western Union Colleagues

Transcription

1 How to Bravo! A Guide for Western Union Colleagues

2 Bravo Overview Bravo is Western Union s global employee recognition program. It was designed to be a fun, meaningful way to celebrate the ways that Western Union employees are using our WU values, principals and behaviors to achieve success and drive results supporting our philosophy of recognizing and rewarding employees. Colleagues from around the globe can recognize each other directly from the Bravo homepage, whether they are a manager of people or an individual contributor. Every employee plays a pivotal role in the success of Bravo. Read on, so that you learn about all the exciting ways that you can start recognizing your WU colleagues. Types of recognition

3 Employee Bravo Recognition The Employee Bravo Recognition is a fun way for employees to give and receive recognition for demonstrating the WU values, principals and behaviors and driving results. Whether you are a giver or a receiver you will be automatically entered to a monthly drawing in which 200 givers and 200 receivers will be randomly selected to win 100 points. Here is how: 1. Start by clicking the Recognize someone tile 2. Select the Employee Bravo Recognition Promotion and look up the person you ll like to recognize. Select the name simply by clicking on it. 3. Select one of the ecards available or include an image of your choice. 4. Select an option from the Tell Us Why pull-down menu and insert a comment to explain why you are giving the recognition and why you value the support received. 5. Click on Preview and then send your recognition. An notification will be sent to both the colleague you are recognizing and his/her manager. Recognition Tips If you believe the recognition you are sending is considerable enough to include Bravo Points, send a copy to your manager on the Recognition and reach out to him/her to let them know. Any manager can add points to a Recognition, they just need to go into the Bravo site, look for the Recognition in the Public Recognition Tile and click on the Add Points option, it s very simple to do so!

4 Manager Discretionary Recognition Manager Discretionary is what people managers will use to recognize employees who achieve results demonstrating the WU values, principals and behaviors. Managers receive a discretionary Award Point budget each quarter based on the number of employees on their team. Based on what s being recognized, managers decide the level of award points to give anywhere from 20 to 1,000 points per recognition. Managers have the flexibility to recognize and give points to employees who are not on their team as well, and they have the flexibility to recognize several employees at one time or individually. Here is how: 1. Start by clicking the Recognize someone tile 2. Select the Manager Discretionary Recognition Promotion and look up the person you ll like to recognize. Select the name simply by clicking on it. 3. If you want to recognize additional employees, select Add More Recipients and select each employee whom you wish to recognize. 4. Select an amount of points based on the size of the achievement. If you are recognizing multiple employees, you can give different point amounts to each employee 5. Select one of the ecards available or include an image of your choice.

5 6. Select an option from the Tell Us Why pull-down menu and insert a comment to explain why you are giving the recognition and why you value the support received. 7. Click on Preview and then send your recognition An notification will be sent to the employee you are recognizing. He/she can access the recognition from the link included on the and go to the Bravo site were the points will be credited into their account. Use recognition to reinforce desired behaviors and communicate to employees that our Company values individual and collective contributions to our success. Recognitions should be sent on a timely manner. Manager discretionary points will be rolled over quarter to quarter but expire by the end of the year.

6 On the Spot CEO-Directs can recognize colleagues On-the-Spot for driving results by demonstrating the WU values, principals and behaviors. All CEO-Directs receive a specific number of On-the-Spot cards each quarter to use and distribute among their leaders to recognize as well. Always let colleagues know what you are recognizing. Be specific. Also, be transparent to other colleagues on why the recognition was given. Giving On-the-Spot cards in a public forum like All Hands Meetings is a great way to celebrate employee achievements and to encourage others to give recognition using Bravo. Cards are redeemed by employees on the Bravo site by following these steps: Carry On-the-Spot cards with you so that you can hand them out in the moment whenever you are travelling or walking the hallways and see a something worth recognizing. If you ran out of cards or want additional cards for a special recognition you can reach out to your HRBP to request them. On-the-Spot cards can be given at the leader s discretion to colleagues in or out of the CEO-Direct s lane and can also be distributed to ensure employees across the globe receive recognition. We also have a Promotion available on the Bravo site to award virtual on the spot cards to employees on different locations.

7 Service Anniversary WU celebrates major employment milestones achieved through social recognition from your colleagues, family and friends. Employees will receive: PURL (personal URL): notification is sent to employee s manager 2 weeks prior to the start of their anniversary month for them to action and invite employee s colleagues, family and friends by following 3 easy steps Employee s peers will also receive an auto invite to participate and they have the possibility to invite others as well Employee will receive the PURL via on the date of his/her anniversary Service Anniversary badge that corresponds to the employee s tenure and will be deposited into the employee s Bravo account on the first day of the month of his/her anniversary. Online printable certificate Deposit of Bravo Points after a 3-year anniversary and depending on the amount of years will be done on the date of the anniversary according to the following: In case the manager does not action on the PURL and automatic invitation will be sent to the employee s direct team members two weeks after initial was sent to the manager. Be sure to action and participate on your colleague s PURLs it s a fun and meaningful way to celebrate their achievement.

8 Point Redemption Process Award Points give you the power of choice, allowing you to select awards from the wide array of merchandise available from the online catalog. Employees may receive Award Points from Manager Discretionary, On-the-Spot, Service Anniversary, and from various drawings (such as our monthly drawing for givers and receivers of the Employee Bravo Recognition). Whether redeemed immediately or accrued for greater redemption power on a later date, Award Points work to motivate colleagues and drive performance! 1. Start by clicking on the Shop link in the Bravo Site. 2. Browse the Catalog and select your item and click on Add to Cart. 3. Once you are done shopping select the Checkout option and proceed with placing your order following the steps required: 4. While submitting your order be sure to include the correct contact information as the delivery of the products will be done directly to you based on that information. 5. You will receive an confirmation with the details and contact information in case you have any questions. Awarded points do not expire. If you leave the company you can still redeem your points, just send an to wurecognition@biworldwide.com and they will send you the instructions on how to proceed.

9 Recognition Take-Away

10 F.A.S.T. Recognition Recognition Check list: Similar to the F.A.S.T. feedback model, follow the F.A.S.T guidelines below for delivering effective recognition: Frequent. Recognition is most effective when given regularly in little chunks and integrated into the organization s overall processes. Recognition needs to be perceived as fair and consistent among your staff. Be clear regarding your strategy, and stick to that strategy when using recognition. If it is perceived to be unfair, your efforts will lose value as a tool for enhancing desired organizational behaviors. Accurate. Recognition must be based on an employee behavior or performance it also come from the heart to be valued by the recipient. Sincere recognition can promote a desire to be more productive, while insincere recognition can lead to distrust and cynicism. Try to understand what motivates each of your employees.. For example, if an employee does not like public recognition, you may de-motivate him/her by singling him/her out at a staff meeting. Specific. Your employees need to know specifically why they are being recognized. Recognition that is vague is not effective and is detrimental to reinforcing the desired behaviors. Tell your staff what they did to receive the recognition. For example, instead of saying Good job, say Good job and state the accomplishment/contribution being recognized. Timely. Recognition and feedback are most effective when given in a timely manner. Don t wait until the end of the year or quarter. Immediate recognition ties the reward to the actual event, which may increase the chance that the behavior will occur again.