recognition blueprint webinar
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TRANSCRIPT
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BUILDING CULTURE & ENGAGEMENT THROUGH RECOGNITION
RECOGNITION
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THAD PETERSON Director, Product & Content Marketing
@thadpeterson
LYNETTE SILVA Recognition Consultant & Analyst
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Globoforce is the leader in social recognition. Our clients get results—dramatic improvements in employee engagement, employee retention and measurable adoption of corporate culture.
100+ COUNTRIES
1.5M ACTIVE EMPLOYEE USERS
25M+ REWARD OPTIONS
1-3 MONTHS TO FULL ADOPTION
15+% INCREASES IN EMPLOYEE ENGAGEMENT
100% PURE SOFTWARE AS A SERVICE
About Globoforce ABOUT GLOBOFORCE
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“The deepest principle in human nature is the craving to be appreciated.” - William James
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POLL: Which of the following would you expect to improve through recognition? (Check all that apply)
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Engagement
Retention
Understanding of company values
Employee satisfaction scores
Emotional commitment to the organization
Financial results of the company
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RECOGNITION DRIVES RESULTS INDUSTRY ANALYSTS AGREE:
14% better customer service at companies with effective recognition
60% increase in engagement from recognizing employee performance
63% higher success rate on productivity from engaged companies
31% lower turnover at companies with effective recognition
17x more engagement from employees who clearly understand company values
15% boost in engagement correlates with a 2% increase in operating margin
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BEST PRACTICES FOR RECOGNITION PROGRAMS
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BEST PRACTICES FOR RECOGNITION
1. Create one universal program.
2. Level the recognition field.
3. Offer a broad winner’s circle.
4. Give timely, specific recognition.
5. Link to company core values.
6. Gain support of senior level execs.
7. Invest 1% or more of payroll.
8. Put it in the palms of their hands.
9. Provide proportionate, local awards.
10. Brand your culture
11. Leave cash off the table
12. Communicate and train
13. Make it social & peer-to-peer
14. Monitor and measure
15. Leverage crowdsourced data
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Make globally accessible and equitable
Ensure it is easy, intuitive and fast to use
Streamline and centralize administration
CREATE ONE UNIVERSAL PROGRAM.
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Empower all employees to recognize
Inspire multi-directional recognition
Remove departmental silos
LEVEL THE RECOGNITION FIELD.
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Replace exclusive awards with inclusive ones
Touch 80%+ employees with recognition
Use frequent, lower value awards
OFFER A BROAD WINNERS’ CIRCLE.
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Provide consistent, ongoing feedback
Recognize 5-8% of employees per week
Do not limit feedback to once a quarter or once a year
GIVE TIMELY, SPECIFIC RECOGNITION.
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POLL: In your opinion, do your employees understand and buy into your company’s core values?
YES NO ✓ ✗
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POLL: Is your recognition program tied to your company’s core values?
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YES NO ✓ ✗
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Make organizational values practicable
Connect awards to core values and goals
Use data to measure performance of values
LINK TO COMPANY CORE VALUES & OBJECTIVES.
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Cultivate senior executive level champions
Have executives kick off the launch
Encourage executives to recognize often
GAIN SUPPORT OF SENIOR LEVEL EXECUTIVE CHAMPIONS.
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Dedicate at least 1% of payroll to recognition
Find money for recognition in ineffective legacy programs
INVEST 1% OR MORE OF PAYROLL.
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Offer a full array of mobile apps
Make sure employees can nominate, approve, congratulate and redeem from the road
Capture all activity from mobile recognition
PUT RECOGNITION IN THE PALMS OF THEIR HANDS.
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Include local redemption for employees everywhere
Keep award value equal for all employees
Offer infinite choice to ensure relevance to all cultures
PROVIDE PROPORTIONATE LOCAL AWARDS FOR ALL REGIONS.
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Tie your recognition brand to your company brand
Create something people can connect with
Connect with your brand promise and values
BRAND YOUR CULTURE.
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Offer six tiers of reward levels
Avoid awards with low or no value
If you must use cash, limit to $1500 awards and above
LEAVE CASH OFF THE TABLE.
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Build a solid training and communications plan
Include the program in recruitment and onboarding
Send periodic reminders to managers and employees to remind them to notice and recognize great behavior
COMMUNICATE AND TRAIN YOUR PEOPLE.
Email reminder for mgr
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Allow everyone to recognize everyone
Put recognition on a public feed so people can see what behavior gets rewarded and praised
Extend the recognition moments with public congratulations from peers
MAKE IT SOCIAL. MAKE IT PEER-TO-PEER.
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Gather the same data from all areas of the business
Eliminate “rogue” recognition programs
Merge programs such as service, wellness and R&R
MONITOR AND MEASURE.
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Facilitate talent management
Discover cultural energizers and plan succession
Include crowdsourced data in annual performance reviews
LEVERAGE YOUR CROWD SOURCED DATA.
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WEBINAR: THE CROWDSOURCED PERFORMANCE REVIEW
27
JUNE 25TH | 1PM
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BEST PRACTICES FOR RECOGNITION
1. Create one universal program.
2. Level the recognition field.
3. Offer a broad winner’s circle.
4. Give timely, specific recognition.
5. Link to company core values.
6. Gain support of senior level execs.
7. Invest 1% or more of payroll.
8. Put it in the palms of their hands.
9. Provide proportionate, local awards.
10. Brand your culture
11. Leave cash off the table
12. Communicate and train
13. Make it social & peer-to-peer
14. Monitor and measure
15. Leverage crowdsourced data
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93% say recognition helps motivate them to sustain higher performance
88% Increase in employee satisfaction with recognition
14PT increase in employee engagement
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GLOBOFORCE RESULTS
13% increase in employee retention
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QUESTIONS?
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