Thursday, February 1, :30-11:30

Transcription

1 Thursday, February 1, :30-11:30 Carrot Culture: How to Recognize and Reward your Employees Scott Christopher Euro Attractions Show January 30 - February 1, 2007 Fibes Seville Spain

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3 THE24- CARROT MANAGER BY ADRIAN GOSTICK AND CHESTER ELTON PARTICIPANT WORKBOOK Presented by Scott Christopher

4 Introduction Welcome to today s seminar, The 24-Carrot Manager, presented by Scott Christopher, Manager of Recognition Training at the O.C. Tanner Company, the leading provider of employee recognition solutions. Who says employee recognition has to be hard? In today s presentation you ll learn that properly focused and executed recognition can happen with minimal time and effort, and still bring maximum results. You ll leave convinced that recognition is critical to building a happy workplace, reducing turnover, and increasing profits. And you ll probably chuckle a little along the way. This workbook is designed to follow the flow of the presentation in general; it is not meant to be a read-along script. It is our hope that you ll be able to use the workbook later to refresh your memory on the topics covered. With that in mind, please direct your attention to the speaker and use the booklet for note taking. Your trainer, Scott Christopher, has traveled the globe presenting innovative concepts for Lucent, Novell, Microsoft, Iomega, Unisys, Compaq/HP, Palm, and others. Contributing author of the bestseller A Carrot a Day, Scott collaborated with authors Adrian Gostick and Chester Elton The 24 Carrot Manager and Managing with Carrots in creating this powerful combination of carrot concepts, research and exercises. 2006The 24-Carrot Manager Participant Workbook 1.

5 Why Carrots? Building a Case for Recognition At the end of this section you will be able to: Explain what distinguishes your company Explain how recognition correlates with employee retention, satisfaction and productivity The role of management in the work experience Explain how recognition can communicate core values 1. What differentiates your company? Work Environment=How people feel on the job All work environments are not the same Some workplaces foster greater employee commitment NOTES The 24 Carrot Manager Participant Workbook

6 Why Carrots? Building a Case for Recognition 2. How s your workplace doing? At Work 25% Driven to tears by stress 50% Place of verbal abuse and yelling 30% Unrealistic deadlines 52% 12 hour days NY Times, Jan. 31, 2001 w w w. c a r ro t b o o k s. c o m How do your employees feel about their work environment? How do you know? NOTES 2006 The 24-Carrot Manager Participant Workbook 3.

7 Why Carrots? Building a Case for Recognition 3. Managers make the difference. People don t leave a company; they leave a supervisor In exit interviews most say they re leaving for more money Third-party surveys say 79% leave due to lack of appreciation Success of recognition program depends on managers How you treat employees in hard times is how they ll treat you in good times. Waterloo Group Employees who cite lack of acknowledgement as top work issue Employees who cite other factors as top work issues HR Fact Finder, Dec The 24 Carrot Manager Participant Workbook

8 Why Carrots? Building a Case for Recognition Recognition and praise consistently correlate with: Higher Retention Higher Customer Satisfaction Higher Productivity Higher Profits Shareholder Return Gallup workplace study Companies with reward programs Companies without reward programs Watson Wyatt Worldwide, July 2000 NOTES 2006 The 24-Carrot Manager Participant Workbook 5.

9 Carrots Basics At the end of this section you will: -Understand the fundamentals of employee recognition -Recognize the benefit of communicating company values through carrots -Know the vital difference between praise and rewards 1. Frequency Once-a-week carrots It s never too much 2. Direct your praise No good job Be specific Recognize behaviors that matter 3. Remember the best Set up top performer as a standard The B players will rise to the challenge Don t take the best for granted NOTES The 24-Carrot Manager Participant Workbook

10 Carrots Basics 4. Show you care Make employees feel valuable Be sincere Make it personal 5. Timeliness Don t delay Time and place Brief is best 6. Carrots over cash = = Bills Cash not memorable Only large amounts of cash are motivating Carrots are less expensive with symbolic meaning Carrots are a tangible reminder of values-based performance or service 2006 The 24-Carrot Manager Participant Workbook 7.

11 Carrots Basics 7. Praise effort, reward results Day-to-day thanks and encouragement Carrots should equal effort or accomplishment Set realistic expectations Keep them straight NOTES The 24-Carrot Manager Participant Workbook

12 Let s Talk: The facts: 79% of those surveyed said that they left their job due to a lack of apprecia - tion. Society for Human Resource Management (SHRM) The average Fortune 1000 executive spends 13% of his or her time mediat - ing worker dis - putes... That is seven weeks a year! (Is that how you want to spend your time?) Time Magazine, Feb. 14, 2005 Are there any challenges to recognizing people in your workplace? - Effective Recognition Killers: Good job, BUT you really could improve on... What are you really saying? Praise vs. Criticism (5-to-1) You get recognition every 2 weeks in your paycheck! Bottom Line: People leave their supervisors, not their companies. What are some other effective recognition killers? 2006 The 24-Carrot Manager Participant Workbook 9.

13 Informal and Performance Carrots At the end of this section you will be able to: Define informal recognition Give real-world examples Explain the strategic benefits of informal recognition Explain values-based performance recognition 1. Once-a-week seeds Once-a-week carrots Letter of praise to family Do least favorite task Remember special days Wash car Parking space for a week Traveling award Cup of coffee Box of chocolate bars Half day off to spend w/ kids Scrapbook of memories Tickets to movie, play, game Friday inspirational movie Cotton Fitzsimmons w w w. c a r ro t b o o k s. c o m ADDITIONAL IDEAS The 24-Carrot Manager Participant Workbook

14 Informal and Performance Carrots 2. Performance recognition should Reward behaviors that support specific core values Be timely Be simple Be measured Harvest Southwest Airlines six-month employment waiting list KFC lowest turnover in industry. Financials higher at restaurants practicing recognition The Container Store #1 place to work in America Avis highest customer satisfaction in industry w w w. c a r ro t b o o k s. c o m 3. Harvest Lower turnover Increased employee productivity Higher employee satisfaction Greater customer satisfaction Increase profitability/bottom line 2006 The 24-Carrot Manager Participant Workbook 11.

15 Presenting the Carrot At the end of this section you will be able to: Effectively present a recognition award Communicate values during a recognition ceremony Explain the importance of symbolism 1. Presenting carrots with impact Make it memorable Personal and sincere Describe values and behaviors being recognized Lasting value and meaning On time NOTES The 24-Carrot Manager Participant Workbook

16 Presenting the Carrot 2. Award presentation Dos and Don ts DO Invite Others DO Be Specific DO Link Accomplishments DO It On Time DO Let Others Participate DON T Come Unprepared DON T Embarrass DON T Make Promises DON T Waste The Opportunity DON T Offend 3. Helpful acronyms SAIL Situation Action Impact Link CIA Company Individual Award 4. Symbolism Carrot should be equal to the effort Organization symbols bond employee More memorable Deeper meaning 2006 The 24-Carrot Manager Participant Workbook 13.

17 Debunking the Myths Why Managers Don t Recognize 1. Don t want to get familiar 2. Don t have time 3. Don t want to play favorites 4. Other managers aren t 5. What s in it for me? 6. It ll lose meaning 7. They ll want more money 8. They ll want more recognition The 24-Carrot Manager Participant Workbook

18 Summary Informal recognition (thank-you notes, s, movie tickets, i.e, seeds) can begin today Formal recognition settings are opportunities to communicate organizational values Effective award presentations should be timely, public, and sincere Carrots over cash; symbolic awards have greater impact and meaning Think of one person you can recognize this week either formally or informally It s up to YOU Ah, the Power of a Carrot Greater, sustained productivity Higher retention Stronger, more directed commitment Allows managers to communicate values in a powerful, lasting way w w w. c a r ro t b o o k s. c o m 2006 The 24-Carrot Manager Participant Workbook 15.

19 Your Carrots Action Plan Ok, no kidding around. This is your ASSIGNMENT. There must be someone you can think of that is deserving of a carrot this very day. We ll fill out this form little by little and by the end of our time together you ll be ready to go be a recognition champ. Carrot recipient For what? Let s go ahead and be really specific here Core Value alignment Which one? From which carrot patch? (company program or one of your own?) What s the carrot? When/where/who? Carrot talk points Include others Now, go and do it. You have through the end of day today and tomorrow. If you fail to do this assignment well probably nothing will happen. And that s the problem. Please report to me how it went. scott@carrots.com Whether it went swimmingly or it tanked, I d like to hear details. We may share your experiences in our next book. Wear the carrot wristband as a reminder to give a carrot a day, and have fun. Look for more tips and info at You can also sign up for a free Carrots monthly e-zine newsletter. (Don t worry; we won t sell your to spammers.) The 24-Carrot Manager Participant Workbook

20 Exercise: How would you rank your current recogni - tion efforts? 0 =Not Happening 5 = Treading Water 10 = Rockin Evaluate Your Current Recognition Efforts 1 I show appreciation to each of my employees, every week. T / F 2 I know how each of my employees likes to be recognized. T / F 3 I offer FIVE times more praise than criticism T / F 4 I consistently recognize people in a timely manner. T / F 5 I reward behaviors that are linked to specific organizational values. T / F 6 Employees see the rewards I currently offer as valuable. T / F 7 I make a big deal out of presenting awards. T / F 8 I take notes about great employee achievements for use in future award presentations. T / F 9 I think our reward programs are meaningful & effective. T / F 10 I encourage employees to actively recognize and reward each another. T / F 11 Our organizational, departmental and individual goals are clearly defined. 12 My employees are clear about how they contribute to achieving our goals. 13 I make formal presentations in front of the team to recognize great work. T / F T / F T / F 14 I recognize little improvements, as well as the big ones. T / F 15 I don t believe my team is sufficiently recognized solely in the form of a paycheck. T / F 2006 The 24-Carrot Manager Participant Workbook 17.

21 Notes The 24-Carrot Manager Participant Workbook

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