Constructing Culture Through Rewards and Recognition

transcript

bamboohr.com awardco.com

Steve SonnenbergCEO/Founder

Awardco

Anna LimHR Evangelist

BambooHR

69% of employees would work

harder if they were better recognized.-Globoforce

• 82% of employees find it annoying when they’re not

recognized for their accomplishments (BambooHR)

• Organizations with strategic recognition programs

exhibit 28% lower frustration levels than those

without (Officevibe)

• The #1 reason most Americans leave their jobs

is that they don’t feel appreciated (Officevibe)

Global Business Drivers

• Attract & Retain Top Talent

• Increase Engagement

• Improve Culture

HARVARD BUSINESS REVIEW STATED THAT,

employees go above and beyond when inspired by company culture.

Research shows that when employees go beyond the call of duty,

their work experience is more meaningful and their

organizations operate more effectively.

Culture already exists whether you’ve defined it or not.

Culture is organizational DNA

45% of workers have not been

recognized in 6 months or more.

—Globoforce, WorkHuman 2017 Survey Report

What message are you

sending your employees?

• Two factors: hygiene factors and motivation factors

• Hygiene factors: salary, benefits, safety

• Motivation factors: expression, purpose, friendship

• Decreasing dissatisfaction with hygiene factors

doesn’t automatically increase satisfaction

Herzberg’s Theory

Workforce Characteristics

• Generation

• Life stage or lifestyle

• Income and/or class

• Urban and/or rural

• Size of organization

• Job function

1. Empower employees

2. Convert single location labor pools

to regional talent powerhouses

3. Communicate changes clearly

How to recognize as times change

and workforces become more diverse

It’s not about who deserves recognition,

but what deserves recognition.

How to Design an Effective

Recognition Program

1. Keep it Simple for both

Managers and Employees

2. Make Recognition Timely

3. Make the Recognition Meaningful

Other Considerations

Remote Employees

Since these folks rarely meet with their teammates face-to-face, they

tend to focus on tasks and ignore the team. This may work for a while,

but you must develop a culture in order to foster engagement and

sustain their performance over the long term.

–Sean Graber, Cofounder and CEO of Virtuali

Individual vs. Collaborative Reward

Employees need to be involved, but let managers drive.

Nominations

Manager

Recognition

Peer Recognition

• Core values

• Technology

• Company-wide participation

• Timely, frequent feedback

• Measurable results

Focus Areas for Peer Recognition

Communication

1. Introduce program in advance

2. Explain the how and why

3. Keep it front of mind

4. Make the recognition visible

Treat your employees like your most important guest. If you take care

of your employees, they will take care of your customers and your

business will take care of itself.

–J.W. Marriott, Jr

People don’t believe what they read on the walls, they believe

what they see in the halls.

BambooHR

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Questions?

Good through May 2018

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Thank you!

Constructing Culture Through Rewards and Recognition

Recruiting & HR