Constructing Culture Through Rewards and Recognition

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bamboohr.com awardco.com

Constructing Culture Through Rewards and Recognition

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.

Peer

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

Receive a free job posting on our ATS.

We will contact everyone within the next few days to set this up

Let us know you attended this webinar and save $500 off your implementation with Awardco.

Awardco.com

Questions?

Good through May 2018



Follow BambooHR and Awardco on social media:

bamboohr.com/blog | awardco.com

Thank you!

Date post:	21-Jan-2018
Category:	Recruiting & HR
Upload:	bamboohr
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Constructing Culture Through Rewards and Recognition

Recruiting & HR