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Towers Watson
14 countries(Major economies, emerging markets, important economic/sociopolitical)
10,333 employeesAll industries
3 Years of Formal Research = Global Best
Practices
11 countries; 15 cities
56 groups – 180,000+ leaders, managers & employees
Wide variety of industries
8 essential recognition elements
Focus Groups Provided Local Cultural Insights
And free tools for you!
MEXICO
BRAZIL
UKFRANCE
GERMANY JAPAN
CHINA
INDIA
AUSTRALIA
RUSSIA
SINGAPORE
UAE
TURKEYUNITED STATES
Many similarities – Significant differences
Recognition Important Everywhere
PHILIPPINES
INDONESIA
Most recognition performance-based, not long service (retention) or extra effort – change that; offer off-line too
Meaningful recognition includes public recognition with leadership to demonstrate care & interest in employees
Recognition helps with career advancement & living standards; English or MBA classes & job training as awards
Perform
ance
Based
Aligned
Inclusiv
e
Meaningfu
l
Senior M
gmt In
volve
ment
Structu
re
Public Prese
ntation
Symbolism
Brazil
• 2025: World’s most populist country– Population: 50% < 25; 65% <35 years old– Millennials = 70% of workforce– In 2020 average age = 29 years
• 28 states – distinct cultures/customs– Need reliable supplier for awards– Need deep understanding of cultures– Skilled workers change jobs frequently
Perform
ance
Based
Aligned
Inclusiv
e
Meaningfu
l
Senior M
gmt In
volve
ment
Structu
re
Public Prese
ntation
Symbolism
Work is very performance driven; hitting targets
Recognition helps employees with career development, management visibility & resume; onboarding & retention essential
Critical to have leaders involved in giving & celebrating recognition so employees feel known; good work acknowledged
Want symbolism, branding, personalisation on awards – trophies, certificates that can be shown to family & future employers
India
Perform
ance
Based
Aligned
Inclusiv
e
Meaningfu
l
Senior M
gmt In
volve
ment
Structu
re
Public Prese
ntation
Symbolism
Communication & recognition isn’t happening often – good work results in silence; problems are pointed out; retention
Individual recognition important – want managers to know them
Managers need meaningful ways to connect with employees
Want fair recognition; no cash (taxed 30%)
Work Councils should be involved early
Germany
• 2020 = 800 cities with income > Shanghai
• Lowest engagement/highest disengagement
• Younger generation from one child law
• T&D wanted > anywhere else in world
• Service anniversaries taken seriously
• Caution: colors, numbers, materials
• Relationship with boss is crucial
• “Big Face” to have brand names
Perform
ance
Based
Aligned
Inclusiv
e
Meaningfu
l
Senior M
gmt In
volve
ment
Structu
re
Public Prese
ntation
Symbolism
Work is very performance driven; hitting targets; need recognition for effort & to show company appreciation (with logo)
Recognition given for “best” & tied to opportunity for career growth; need more frequency & share with family
Traditions – wage inflation – turnover – relationships – work/life
High quality brand awards; training & development opportunities
Program tools & materials must be in Chinese
China
Perform
ance
Based
Aligned
Inclusiv
e
Meaningfu
l
Senior M
gmt In
volve
ment
Structu
re
Public Prese
ntation
Symbolism
Sense of team is strong; celebrate teams & individuals – use recognition to connect different locations
Shared team awards appreciated; peer-to-peer awards
Morning teas popular for both recognition & socialising
Avoid too much “rah-rah;” post recognition visually instead of through big presentations
Australia
Engagement
Opportunity& Well-Being
Trust
Pride in Organisation
Appreciation
Alignment
Communication
More Engagement Drivers
Appreciation impacts everything!
Making It Happen
• Implement global & local best practices
• Add appreciation to maximise outcomes
• Recommend assistance for cultural nuances, taxes, Customs & fulfillment
Please leave your business card for
the research white paper, the white
papers on recognition in
China & India, and the Global
Recognition Partner Checklist
Further questions can be addressed to:
Thank You!
@michelleMsmith9Stand # 506
Michelle M. Smith, CPIM,CRPA world-renowned international speaker, author, and consultant, Michelle is a trusted advisor to many of the world’s most successful companies and
government organisations. A highly accomplished industry leader, she is a respected authority on leadership and employee engagement, and has
published and presented more than 800 articles and lectures.
A passionate thought leader, Michelle was named one of the “Ten Best and Brightest Women in the Incentive Industry.” She is President Emeritus of the
Incentive Marketing Association, Past President of the FORUM for People Performance at Northwestern University, Vice President of Research for the
Business Marketing Association, among many other prestigious board positions past and present.
“Michelle intuitively understands the importance of unlocking an employee’s hidden potential, and how to
leverage performance development initiatives for maximum return on investment.”