Recognition that Resonates: Improving Engagement Through Personalized Incentives

Recognition that Resonates:
Improving Engagement Through Personalized Incentives
Kirsten Goulde Rebecca Komathy
With: Moderated by:
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Employee Recognition Drives Engagement
Webinar Series

Achievers’ mission is to change the way the world works. Our Employee
Success Platform is specifically designed to drive higher levels of employee
engagement. It’s built to align everyone with business objectives and
company values, driven by recognizing shared victories every day. It’s
designed to make success a way of life.

Click on the Questions panel to
interact with the presenters
https://www.humanresourcestoday.com/webinar-series/employee-recognition-drives-engagement/

Kirsten Goulde has led human capital initiatives at a variety of companies, primarily in the senior services industry, for over
twenty-five years. Bringing a depth of knowledge, transparency and integrity to her work, she readily establishes herself as
a capable business partner whose focus is on maximizing the power of people. Kirsten is a Certified Professional Coach, a
Society of Human Resources Management Certified Professional (SHRM-SCP) and has achieved the Certified Employee
Benefit Specialist (CEBS) designation through the International Foundation of Employee Benefits Plans. She obtained a
bachelor’s degree in Psychology from Loyola Marymount University and a master’s degree in Human Resources Design
from Claremont Graduate University.
Rebecca attendedCalifornia State University, Long Beach, where she earned her M.F.A. in CreativeWriting with a concentration
in Fiction.After working in the publishing and English education fields, she became more interested in the information science
and business aspects. She is attending SJSU for her second Master’s, this time in Library and Information Science so she can
learn more about digital curation. She currently works at Aggregage as aWebinar Coordinator.When she’s not working, she is
probably snuggling with her French bulldog named Kira.
Employee Recognition Drives Engagement
Webinar Series
About Kirsten Goulde
About Rebecca Komathy

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Employee Recognition Drives
Engagement Webinar Series
5
Today’s Agenda
• Foundational Concepts in Recognition
• Using The Platinum Rule to Frame Employee Recognition
• Monetary Incentives Are Not the Root of All Evil
• Let Your Values Be Your Guide
• Revitalize & Capitalize on Your Existing Programs & Benefits
• Recognizing Employees in Times of Crisis
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Foundational Concepts in Employee Recognition
• 2018 Global Culture Report:
• “What’s the most important thing your manager or company does (or could do) to
cause you to produce great work?”
• “What is the most important attribute you seek in a new job?”
• Recognition programs have handed out rewards for specific results,
accomplishments, and behaviors
• Over time employee recognition has become more and more programmatic, moving
away from conveying true appreciation
• Employees are seeking greater connection - to purpose, achievement, and to one
another
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•Professor, lecturer and author Brené Brown asserts
that employee recognition is not a program, nor is
it just about the rewards
•She speaks about the importance of seeing,
hearing, and valuing people
•Recognize = Acknowledge = See
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• Practical considerations – formal (programmatic) and informal
(manager/department led) recognition
• Formal programs help scale recognition across the company
• These programs can fall short if management does not embrace a culture of
recognition
• Managers account for at least 70% of the variance in team engagement and
heavily influence employee well-being…it is said that employees don't leave
companies, they leave managers (Gallup)
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Using The Platinum Rule to Frame Employee Recognition
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Personalized Recognition / Incentives to Improve Engagement
• How do we determine what people want?
• Behavioral assessment results
• Be an engaged observer
• Just ask!
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Behavioral Assessment Results
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• What do your employees talk about?
• How did/do they spend their free time?
• What are they passionate about?
Just Ask!
Be an Engaged Observer

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Monetary Incentives Are Not the Root of All Evil
• Monetary recognition has been downplayed in recent years
• Research suggests the long-term value of the reward is diminished
since employees are potentially spending the reward for gas, groceries
or other essentials
• Couple monetary or financial incentives/recognition with meaningful
interaction or experiences
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$20

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$15

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Let Your Values be Your Guide
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• Position your company values as a
cornerstone for employee
recognition
• How do you pull your values
through every part of the
employee experience?
• Do you lean on your values when
times are rough?
• How do your values hold up in
times of crisis?
• Do your values guide your
employees when challenged?

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Revitalize & Capitalize on Your Existing Programs & Benefits
• Review all programs currently in place – safety incentives, attendance
awards, anniversary recognition
• Search for benefits in your hand
book to promote as
incentives
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Case Study: Revitalize the Service
Award Program

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Case Study: Promote a Value-Added
Benefit

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• Let’s talk about that Employee
of the Month program…
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Recognizing Employees in Time of Crisis
• Early in the pandemic, employees who were recognized in the prior week
were 103% more likely to feel supported by the organization
• They were 59% more likely to trust their leader
• There was also a 47% increase in employee engagement
• When formal employee recognition doesn’t exist (whether never offered or
on hold during the pandemic) employees were 23% less likely to feel
supported by the organization and were twice as fearful of COVID-19
• Organizations without a formal recognition program also had a 48%
decrease in engagement and 20% higher intent to leave
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• We got real
• We got practical
• We recognized the times
• We tried to make things easier

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• Keep cards at the ready – send a note
when a colleague might need it
• When you are thinking of someone, let
them know

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• Talk less, listen more
• Ask “How are you
today?” and really
hear the answer
• Encourage peers to
reach out to each
other
• Ask “Is there
anything I can help
with today?”
• Ask “Are there any
things we can
provide you to…?”
• Note shifts in
communication
patterns
• Offer the Employee
Assistance Program
• Communicate with
urgency and
transparency

Rebecca Komathy
With: With:
VP of Human Resources, Oakmont Management
Group
Linkedin page: /in/kirstengoulde
Email: Kirsten.Goulde@oakmontmg.com
Kirsten Goulde
Webinar Coordinator, Human Resources Today
Linkedin page: in/rebeccakomathy/
Twitter ID: @hrposts
Email: rebecca@aggregage.com
Website: humanresourcestoday.com
https://www.humanresourcestoday.com/webinar-series/employee-recognition-drives-engagement/
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