The information contained in this document is proprietary and confidential. Copyright © 2020, Whapps, LLC

DELIVERING VALUE T H R O U G H

NON-CASH REWARD

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TODAY’S SPEAKERS

Michael Levy

CEOOnline Rewards

Michael Rose

Renowned Reward Consultant

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TODAY’S PRESENTERS

Michael Levy – michael.levy@online-rewards.com

CEO, Online Rewards

Recognition Program Design expert for over 400 companies

Featured & published on CNBC, ISHN, HVACR, CRMBuyer, HREOnline, OH&S, etc.

Holds a degree in Commerce & Marketing from University of New South Wales

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A LOOK AT SOME OF OUR CLIENTS

450+ CONCURRENT

CLIENT PROGRAMS

17+ YEARS

INDUSTRY EXPERIENCE

12,000,000+

ACTIVE USERS

98% SURVEYED

CUSTOMER SATISFACTION

95% CLIENT

RETENTION RATE

FASTEST GROWING COMPANIES

12 CONSECUTIVE YEARS

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T H E W O R K P R O U D M O D E L

Discretionary Effort is the level of effort people could give, if they wanted to, above and beyond the minimum required.

WorkProud will help organically unlock and access your employees’ discretionary effort.

“How can nearly 70% of the workforce be disengaged? It’s because there is a

tremendous lack of recognition in the world today, or what I call the global

recognition deficit, and there are statistics to prove it.”-David Novak, CEO, Yum! Brands, 2019

Disengaged workers cost U.S. businesses $500 billion annually, at $3,400 per

employee for every $10,000 of salary.-McLean & Company, 2019

Over 65% of employees would stay at their job longer if they felt appreciated.-Robert Half Office Team, 2017

Business with clearly defined values and purpose:

90% saw growth and profits at or above industry average

65% of employees said they were passionate about their work-Harvard Business Review and PwC’s Strategy&, 2019

TODAY’S PRESENTERS

Michael Rose – michael@rewardsconsulting.co.uk

Renowned Independent Reward Consultant, based in London

Previous roles in KPMG, Arthur Andersen, Aon

Quoted frequently in press, radio and television; spoken at conferences around the world

Published over 25 articles and written three books

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TWO POINTS:

Recognition/non-cash and Comp are different and do different things

Non-cash (tangible) awards can deliver much greater impact than Comp for a lower spend

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“CATCH PEOPLEDOING SOMETHING RIGHT”

Blanchard and Johnson, The One-Minute Manager

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“IN THE LAST SEVEN DAYS, I HAVE RECEIVED RECOGNITION OR PRAISE FOR

DOING GOOD WORK”One of the six most powerful of the Q12

Gallup

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DAMAGE OF POOR RECOGNITION“Recently we were very busy and a few of us worked a lot of hours to help out, but you didn’t get any thanks for it. We’re just not appreciated at work. If someone were looking for a job, I wouldn’t tell them to get one where I work.”

Susan, 43, Customer Service Representative

Working Life: Employee attitudes and Engagement Research Report, CIPD

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Informal Formal

THE RECOGNITION PROGRAMME JOURNEY

Day to day Corporate, formal, high profile

Local, informal, Low key, simple

Start Here

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$ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $

Personal

Differentiation

Memory value

Perceived value

80%

FIVE REASONS TO USE NON-CASH

Display

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RECOGNITION INCENTIVES

The message The prize

Low High

Reinforcement

(Intrinsic)

Expectancy

(Extrinsic)

Gift Contract

Impact

Cost & Value

Motivation

Feeling

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R E C O G N I T I O N v s . I N C E N T I V E S

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WHAT DO EMPLOYEES BUY WITH CASH AWARDS?

Survey by Wirthlin Worldwide of 1,010, quoted in Workspan

2%

5%

9%

11%

11%

11%

15%

18%

29%

0% 5% 10% 15% 20% 25% 30% 35%

Something else

Vacation

Special treat

Savings

Household items

Family gift

Never received

Not remember

Bills

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76% of people save hand written thank you notes

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• Reward is about pay or compensation

• Incentives are about meeting targets

• Recognition is about saying “Thank You”

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EFFECTIVE MOTIVATORS• Praise from immediate

manager

• Leadership attention e.g. 1:1 conversations

• Chance to lead projects or task force

Equal to or more effective than:

• Cash bonuses

• Increased base pay

• Stock or stock options

McKinsey Quarterly Global Survey

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YOU CAN’T INCENTIVISE CREATIVITY AND INNOVATION, BUT…

“Employees who receive strong recognition are 33% more likely to be proactively innovating and generate twice as many ideas as those who are not recognised frequently.”

Beckstrand, G (2016) Ways to Get Big Business Gains From Employee Recognition Workspan

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$30,000 OR A GOLD STAR?

❖ Accelerator would maximise commission for later sales

❖ ‘President’s Club’ for those selling more than 90% of peers so bring sales in earlier

❖ Sales people would ‘pay’ to join the club

❖ Club – Gold Star on their name card, email from CEO, companywide recognition and overseas trip

Ian Larkin (2009) Paying $30,000 for a Gold Star: an empirical investigation into the value of peer recognition to software salespeople

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The Role of Technology in driving Employee Engagement

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Manager-to-Employee and Peer-to-Peer Recognition

Core Value Badging

Events Calendar (for Birthdays, Anniversaries, etc.)

Custom Recognition Workflows (e.g. CEO Award)

Gamification (Instant Win Promotions)

Custom Reward Catalogs

Custom Print Materials (Certificates and Point Cards)

Admin Budget, Reporting, and Analytical Tools to Track

ROI

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WORK FROM HOME IMPACT – SINCE CORONAVIRUS

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PRIDE is fundamental to ENGAGEMENT

Align your objectives, values, and purpose

Keep people connected and engaged

Make people feel encouraged and appreciated

Enhance sense of job satisfaction and “ownership"

Increase efficiency and productivity

PRIDE – PERFORMANCE – PRODUCTIVITY

C R E A T I N G A W O R K P R O U D C U L T U R E

OverviewFocus on Driving Increased Employee Engagement with focus on Non-Monetary Awards

Solution• Story Telling / Leadership• Recognition Talent Development

Results:• 20,000 Recognitions Per Month• 12% Increase in Engagement Scores

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OverviewFocus on Employees & Culture

Solution• Peer Recognition, Manager Awards, Cultural

& Leadership Incentives• Manager Distributable Accounts

Results:• 98% participation across all employees• 2nd Highest rated perk in employee benefits

survey• BCBS NC rated as one of NC’s “Best Places

to Work”

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OverviewPeer Recognition and Sales Awards with Focus on Culture of Wellness

Solution• Social Recognition• Budgetary Controls and Custom Reporting• Gamification• Sales Promotions

Results:• Greater Communication of Sales Promotion

Opportunities and Accomplishments Among Sales Employees

• Greater Spending Visibility for Leadership

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OverviewEmployee Engagement & Recognition Program

Solution• Customer Comment Recognition/Reward• Peer Recognition, Manager Awards• On the Spot Awards• Training Guides

Results:• 81% Participation (Increased by 38% Over

Prior Program)• Improved Customer Satisfaction Ratings /

Feedback• Increased Engagement Scores

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OverviewUnified Platform For Driving a Positive Culture of Safety

Solution• Monthly Safety Topics / Quizzes• Gamification of Safety• Monthly Prizes• Celebrate Safety Accomplishments

Results:• 75-95% Increase in Improved Safety Results,

Reduction Injuries, Improved Awareness (By Location)

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OverviewEngaging Millennial Population with a Focus on Non-monetary Recognition

Solution• Gamification• Formalized Award Processes• Public / Social Recognition

Results:• Consistent Year-Over-Year Increases in

Participation & Engagement

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Questions?

A S e r v i c e o fMichael Levy

CEO,

Online Rewards

michael.levy@online-rewards.com

Michael Rose Director,

Rewards Consulting Limited

michael@rewardsconsulting.co.uk

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The information contained in this document is proprietary and confidential. Copyright © 2020, Whapps, LLC

THANK YOU!

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O N L I N E - R E W A R D S . C O M R E W A R D S C O N S U L T I N G . C O . U K