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Ingrain and Sustain Employee Recognition

Rewarding employees without recognition is counterproductive. Put recognition first and use rewards to amplify its effectiveness.

Expectations are rapidly changing about how, and how often, employees should be recognized.
Rewards and recognition programs are often too focused on the tangible reward element, ignoring the more important, but intangible, recognition element.
Recognition programs are created in an ad hoc manner that does not align with organizational or individual needs.

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Executive Summary

Critical Insight

Recognition is impactful independent of rewards (i.e. items with a monetary value), but rewarding employees without proper recognition can be counterproductive. Put recognition first and use rewards as a way to amplify its effectiveness.

Impact & Result

Design a recognition program with the three keys to recognition in mind: customization, alignment, and transparency.
Ask employees how they want to be recognized. Customization will make the program more effective.
Discover key strategic and cultural behaviors that the organization wants to drive, and align recognition criteria with these behaviors.
Create transparency with a fair and open recognition selection process.

Research & Tools

1. Assess current recognition landscape

Gather feedback on employee perceptions of recognition, and select key recognition criteria.

2. Design the recognition program

Identify the structure of recognition program and design recognition initiatives.

3. Implement the recognition program

Ingrain recognition by selecting metrics to measure the program’s impact, designing an action plan, and training managers.

4. Launch LMS training

Instill learning throughout the organization. Import an interactive eLearning module into your business’ existing learning management system.

LMS Download: Reinforce Culture and Strategy With Recognition Unlock

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Guided Implementation

Each blueprint can be accompanied by a Guided Implementation, which gives you direct access to our world-class analysts who will connect with you at critical milestones to advise, coach, and ensure your project stays on track.

Guided Phases: Ingrain and Sustain Employee Recognition

Assess current recognition landscape

Call 1

Discuss formal and day-to-day recognition, the three keys to recognition, key data sources, and customization of the Employee Recognition Survey Questions.

Contributors

Ararile, Voke.Talent Acquisition Manager, Auto Capital Canada Inc.
Claudy, Kristin. Manager, Leadership and Engagement, CalPERS
Cronin, Kevin. Director, Corporate Event Awards, O.C. Tanner
de los Santos, Joel. Compensation Expert, Bayer
Elton, Chester. Apostle of Appreciation, Founder, Author, Speaker, The Culture Works
Gunn Weede, Tina. President & CEO, Peerless Performance
Hart, Peter. President & CEO, Rideau Recognition Systems
Makar, Fady. Employee Recognition & Engagement Manager, University of Toronto
Maor, Ilia. Senior Director, Info-Tech Research Group
Nagy Mark. Former Director, Recognition Programs, RBC
Preston, Michell. HR Director, Kira Systems
Russell, Scott. Director Client Services, C.A. Short Company
Cherie Smith, Enterprise Engagement Manager, CalPERS

How We Deliver

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