Perks WW 10 Employee Recognition Program Best Practices Webinar

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10 Best Practices

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Today’s presenters

Your Employee Engagement Strategy

So what’s the problem?
64% of employees resign
because they feel
unappreciated.

10 Employee Recognition
Best Practices

You are nothing without an ROI plan
Without an ROI plan funding will be difficult to get (and
keep) AND reporting success will be difficult.
NOTE: A comprehensive ROI plan will give you the
backing of your CFO

Design elements to consider
Collect data about
current conditions to
develop a baseline.
Collect data during
the program period
for use as a
comparison.
Collect data after the
program period to
understand if/how
tools are being used.
Assess the business
impacts of the data.
Convert that data to $
(where possible.)
Capture all possible
costs.
Calculate ROI &
define intangible
program elements.

Tie recognition to company values
and goals
Rewarded performance should service the company
in attaining goals.
Use/create company value statements and align
recognition categories for results that compliment
these statements.

Gather input from
key stakeholders.
Perform competitive
research.
Survey your
employees.
Involve a diverse
group in the design.
Establish program
goals, objectives
and metrics.
Develop a program
baseline.
Determine
behaviors that
contribute to
business success.
Define the financial
benefit of target
behaviors.

Implement peer to peer recognition and
eliminate the hierarchy
Peers are in-tune with co-worker actions on a daily basis
and colleague contributions are more highly valued. Top
down recognition is often seen as political.

Give examples of
appropriate
recognition.
Consider recognition
for colleagues outside
their department.
Train people to
recognize “good”
behaviors .
Include explanations
in your new employee
orientation.
Provide training
around recognition
areas not well-utilized.
Keep supervisors
informed – this
includes reporting &
recognition.

Recognize people based on specific
results and behaviors
Create a culture of doing the ‘right thing’ by awarding
people for driving specific results that provided value
add.

Invite participation
at all levels.
Recognition should
be continual.
Add spot award
programs, they are
informal and
accessible.
Keep it simple.
Help employees
grow.
Span the employee
lifecycle.
Structure program
for individual and/or
team awards.

Recognition should be fast and easy
Make your website easily accessible and
user-friendly so that the recognition process is
enjoyable – not a burden.

The user
experience is key,
make it easy for
the user to give
recognition.
Once the user
has been
recognized, build
in a very short
action to award
time period.
And an even
shorter award to
reward time
period.
Remember, cash
in a paycheck is
salary.

Help your managers succeed
A successful recognition program requires
management involvement. Train managers
about recognition that supports company values.
Give them tools and visibility to support success.

Integrate manager
training. Explain
what your company
considers
appropriate
recognition.
Provide reports that
inform & educate
about their team’s
participation.
No surprises! Inform
managers when
their employee is
nominated and
recognized.
Incorporate
feedback. Ask them
about what is and
isn’t working.

Keep everyone in the know
Define a comprehensive employee recognition
communication plan targeted to each audience segment
that drives people to redeem and keeps users highly
engaged.

Develop a segmented
communication
strategy.
Use multiple
communications
channels.
Announce program
design team members
and goals.
Share the design
decision-making
process & successes.
Provide progress
updates.
Solicit suggestions
and feedback.

Game mechanics increase
engagement
Gamification is about organizing information in a
way that simplifies the experience while motivating
your participants.

Incorporate badges,
games of chance, spin
the wheels, challenges,
and more.
Progress bars give a
sense of accomplishment
and put participant goals
front and center.
Progressive learning
keeps users from feeling
overwhelmed while
ensuring the program
stays fresh.

Recognize and Reward
Balance intrinsic and extrinsic motivation to
increase employee engagement levels. Think
about audience segmentation when designing your
reward options.

Intrinsic
Intrinsic engagement is an absolute must
when creating a successful employee
recognition program.
Intrinsic rewards are an excellent way to motivate employees to
complete a task through autonomy, mastery and purpose
Extrinsic
Balancing extrinsic rewards to intrinsic
motivators is vital to program success.
Extrinsic rewards can be in the form of compensation through
points/dollars, perks, vacation days or even promotions.
Ensure a process is in place
to quickly pay points/dollars
into the persons account.
Vary rewards mix, based
upon your goals and
audience. Incentives should
be appropriate to the
country, program structure
and goals.
Rewards should be both
inspirational and
aspirational.

Monitor performance and adjust
Employee recognition is not one and done.

Know what
information you
need to gather.
Report on gaps
and successes.
Survey
consistently.
Hold regular
meetings.
Adjust to improve
results (but not too
often.)

Let’s put it all together

1. You are nothing without an ROI plan
2. Tie recognition to company values and goals
3. Peer to peer recognition eliminates the hierarchy
4. Recognize people based on specific behaviors
5. Make recognition fast and easy
6. Help your managers succeed
7. Keep everyone in the know
8. Game mechanics increase engagement
9. Recognize and reward
10. Monitor performance and adjust
10 EMPLOYEE RECOGNITION BEST PRACTICES

www.perks.com
www.perks.com/contact-us
(501)-707-0360
www.twitter.com/PerksCorp
www.linkedin.com/company/perks.com
plus.google.com+PerksIncentivePrograms/posts
www.facebook.com/perksincentives
Thank you.
dbroderson@perks.com sreddy@perks.com

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