Aligning Recognition Programs with Corporate Goals & Culture. Kevin Cronin Recognition and Reward Consultant

Transcription

1 Aligning Recognition Programs with Corporate Goals & Culture Kevin Cronin Recognition and Reward Consultant

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3 Agenda Building the Case for Recognition Fundamentals for Building a Recognition Cultural Typical Recognition and Reward Platform Q&A

4 Building the Case for Recognition

5 Engagement = Effort & Results Increased employee commitment can lead to a 57% improvement in discretionary effort Greater effort produces a 20% performance improvement 20% raise in employee satisfaction = 42% raise in financial performance

6 Who has to Deliver your Brand?

7 Leaders Views on Recognition

8 Leaders Invest In People The magic formula that successful businesses have discovered is to treat customers like guests and employees like people. If your company is going to put customers first, then you must put your employees more first. Tom Peters I am convinced that nothing we do is more important than hiring and developing people. At the end of the day you bet on people, not on strategies. Larry Bossidy

9 CEOs Appreciate Engagement Employee engagement first. It goes without saying that no company, small or large, can win over the long run without energized employees who believe in the mission and understand how to achieve it. That's why you need to take the measure of employee engagement. Jack Welch Howard Schultz (Starbucks) People want to be part of something larger than themselves. They want to be part of something they re really proud of, that they ll fight for, sacrifice for, that they trust.

10 Employee Customer Profit " our first priority should be the people who work for the companies, then the customers, then the shareholders. Richard Branson Because if the staff are motivated then the customers will be happy, and the shareholders will then benefit through the company's success."

11 Fundamentals for Building a Recognition Culture

12 Why Recognition First? Recognition is. Acknowledging and appreciating people for their achievements Reward is. Something tangible that you are presenting to someone after you have recognized them

13 R&R Assessment What is your brand promise? What is your company s mission? When someone joins your company what will they learn on Day 1? What are your R&R Programs today?

14 R&R Inventory

15 Common Findings No tie to brand or company values Too many R&R Programs Uneven efforts and results Spend often hidden Lack of equity/purpose Incentive trips for sales performance only Multiple programs with competing messages & goals

16 Gather the Data Conduct a Benchmarking Study Gather your VOA/VOE Utilize the web (recognition.org) Contact a 3 rd Party provider/consultant Establish your baseline measures Understand your cash incentive plan How do managers learn about the importance of recognition today?

17 Preparing The Business Case Needs to be aligned with your corporate culture Position recognition as an investment versus a cost Showcase linkage to employee engagement and other business results Common platform advantage Integrate with associate satisfaction efforts/ action plans Link to recruiting efforts and onboarding/ orientation training

18 Communication/Marketing Plan Create a launch or re-launch of your R&R programs Integrate into your corporate communication plan/calendar Take into account seasons and holidays Sponsorships/Tickets Unique Assets Tell the story Showcase recognition events

19 Launching your Program Executive Engagement Messaging Leading by example Demonstrating the behaviors Manager s Tool Kit Collateral/Best Practices Call to Action Training Approach Associate Mailing WIFT Call to Action

20 Typical R&R Program Platform

21 Because every employee needs to know Goals RECOGNITION & REWARD RESULTS AND PERFORMANCE Connect to Brand and Mission MEASUREMENT And Coaching COMPETENCE & CAPABILITY

22 Recognition and Reward Platform % Anniversary Awards Recognition of an employee s loyalty and commitment. Employee s are often recognized on key milestone anniversaries: 1, 5, 10 and every 5 year increments anniversaries often receive a pin, memento and gift Anniversary Awards Recognize and Celebrate!

23 100% Recognition and Reward Platform Recognition Card-Values/Behaviors Recognizes individual associates of entire teams for specific actions and behaviors exemplifying your company s values, leadership model competencies. This can be awarded to anyone at anytime either by sending an online card or hard copy card. Recommend the inclusion of team cards. Recognition Card Anniversary Awards Recognize and Celebrate!

24 50-70% 100% Recognition and Reward Platform Point Based Program for Results Rewards employees for going above and beyond relative to their line of business plan or performance plan. These are awarded by managers and line of business leadership teams. Point Based Program Recognition Card Anniversary Awards Recognize and Celebrate!

25 10-15% 50-70% 100% Recognition and Reward Platform Customer Experience Award Recognizes individual employees or entire teams for demonstrating an overall commitment to supporting the core values and whose actions have had a significant impact on the customer, employee or shareholder experience. Customer Experience Award Point Based Program Recognition Card Anniversary Awards Recognize and Celebrate!

26 1% 10-15% 50-70% 100% Recognition and Reward Platform Top Performer s Award/Trip Customer Experience Award Point Based Program Recognition Card Anniversary Awards Recognize and Celebrate!

27 Best Practices to Engage Leadership Show managers WIIFM Have goals in Manager s performance plans Recognize your managers who use the programs well in front of their peers R&R Scorecard To Senior Management

28 Recognition and Reward Impacts Customer Satisfaction Employee Turnover Associate Satisfaction/ Engagement Recognition and Reward Programs Recognize and Celebrate!

29 Resources For You The only non-profit professional association at the forefront of employee recognition through its sole focus on recognition innovations and education as a systematic method for improvements in the workplace. Founded at Northwestern University, the Forum studies the interdisciplinary elements of people performance management, measures their impact on organizational success, and creates a curriculum based on research findings for both academic and professional use.

30 Questions Kevin Cronin (404)

31 Kevin J. Cronin Kevin J. Cronin is a Recognition and Reward Consultant residing in Atlanta, GA. He currently serves on the board of Recognition Professionals International, a nonprofit association of executives focused on recognition innovations and education to enhance organization performance and employee engagement in the workplace. Kevin has been a previous featured speaker at World at Work, Recognition Professionals International and Society Human Resource Management. Previously Mr. Cronin was the Recognition and Reward Executive for Bank of America. In that role, Kevin lead the successful design, implementation, delivery and management of recognition and reward programs globally for 200,000+ associates. Prior to this role, he served as a Region Executive in the Consumer bank and also a senior human resource manager for Bank of America. Kevin earned a Bachelors degree in psychology and business from Loyola University in New Orleans. Further questions can be addressed to: kjcatl@bellsouth.net

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