Recognition Recharged

Case Ready – Toronto MeetingFebruary 26, 2005

Today’s AgendaWelcome, Introductions & Outcomes

Peter Tureski

Setting the Stage: Why Recognition?Recognition at CargillBest PracticesRecognition at Case Ready, TorontoPrioritization & Action PlanningWrap Up

Outcome of Today’s SessionCase Ready team:

Increases overall awareness and gains a shared understanding about RecognitionEmbraces and is energized by RecognitionDemonstrates common courtesies and day-to-day recognitionDetermines priorities and actions for enhancing our culture of Recognition

CMS Values and Beliefs: Everyone Matters, we will respect individual differences

EVERY EMPLOYEE, IN EVERY JOB, MATTERS

We are valued, respected and have the opportunity to succeed

We share a commitment to hard work, accountability and results

EVERY EMPLOYEE, IN EVERY JOB, MAKES A DIFFERENCE, EVERY DAY

An environment where An environment where ““Everyone Everyone MattersMatters”” benefits everyone, benefits everyone, but is also everyone's responsibilitybut is also everyone's responsibility……

A Recent Example Close to HomeShow video clip

Formula for Toronto’s Success

Doing Core Processes Well X Creating Customer Solutions

X Engaging People

CMS People Strategy is…

Safety

Benefits

Recognition

Compensation

ValuingDifferences

Training &Development

EngagementCoaching(PMP)

Recruiting

Why Recognition?Pre-work assignment – share your stories at your table – the good, the bad, and the ugly!Share an example of when you recently recognized someone…the good, the bad, and the ugly!

An Example…From The 24 Carrot Manager by Adrian Gostick and Chester EltonLessons learned:

We must always assume “Everyone’s having a hard day.”We cannot afford to do any less.If we received recognition, we are more likely to share it.

Global Shared Mindset“To jointly own a thought, intention or

purpose and cause it to be.”

Key points:Common understanding ANDWorking together to make it happen

Defining Recognition at CargillAcknowledging people in a way that is both meaningful and motivational

A blend of key components:• Acknowledgement• Meaningful• Motivational

Defining Recognition: Blend of Components

AcknowledgingRecognize

MeaningfulPlan

MotivationalAct

Tragic Moments in RecognitionBrave New Workshop comedy troupe helped us identify the value - and the potential pitfalls – of RecognitionIt’s not always what you do, but howyou do it!

Business Case for Recognition

1 Hewitt Associates Global Employee Engagement database, 20042 Accountemps survey of VPHRs/CFOs, 20043 Vault.com, 20034 Conference Board, 20035 Fortune, January 24, 2004

40% of employees say lack of recognition was one of main

reasons forleaving job3

Top 2 means of motivating employees2

Frequent recognition of accomplishmentsRegular communications with staff

1/3 of employees say recognition is as important

to them as pay4100% of Fortune’s “Best

Companies to Work for in America” Study have extensive recognition

programs5

Top 3 drivers ofemployee engagement1

Career opportunitiesRecognitionSenior leadership

What Fortune’s 100 Best Companies Recognize1

1Fortune, January 24, 2004

95%90% 88% 87%

82%80%

20%

40%

60%

80%

100%

Per

cent

of C

ompa

nies

Outstandingindividual/teamperformance

Anniversaries/Service Project completion Goal achievement Meeting/exceedingfinancial target

Patents/innovativeideas

Cultural Implications with RecognitionImportant to consider nuances with country/regional cultureOne consideration—Do employees want to be recognized individually or as part of a group?1

Individual Based Cultures Group Based Cultures

UK

Switzerland

Korea

France Germany Japan India China Brazil EgyptUSA

Canada

Australia

Thailand

PanamaTurkey

1 Geert Hofstede, Culture’s Consequences Across Nations, 2003

Signs of a Recognition Culture1

Senior management leads by exampleEmphasis on informal recognition (including common courtesies, respect and day-to-day)Peer-to-peer feedback occurs on regular basis Managers trained on recognition “best practices”Managers/employees held accountable for how well they recognize othersTop performers known widely throughout organization

1Hewitt Associates Global Employee Engagement database, 2004

What We’ve Learned: Recognition Is More Than “Nice to Do”

Connecting the Head and Heart

Recognition/Engagement Link at Cargill

Top Five Drivers of Engagement1

1. Recognition

2. Advancement opportunity

3. Communication

4. Total compensation

5. Development/growth opportunity

Satisfaction with Recognition

61%

42%

42%

24%

26%

25%

BestEmployers

2003 CargillOverall

2002 CargillOverall

Positive/Completely Positive

Slightly Positive

1

1

2

1 Cargill Global Engagement, 2003 Overall Results2 Hewitt’s Global Employee Engagement database, 2004

C.A.N’s Engagement Success

Top 2 EngagementDrivers at C.A.N.1. Career opportunities2. Employee recognition

Tangible ResultsLower voluntary turnoverLower average shrinkHigher average mill efficiencyHigher average world class plant scoreEmployees exhibiting safe behaviorsHigher average district ROGI results

Assessment Individually, complete the “Recognition Environment Assessment”Discuss at your table and reach consensus regarding where you fall on the continuumVote: Place a dot representing your table’s assessment on the chart

Types of Recognition

Common Courtesy & Respect

Day-to-Day

Informal

Formal

Our focus is on these two types of Recognition

Exercise: Case Study Read the case studyRefer to the Recognition Environment Continuum that your group reached consensus onChoose a spokesperson, scribe, and timekeeperBrainstorm responses to the questionsRemember, it’s about creating a culture of recognition – recharging our efforts

Now, develop your ideas into a planUse the worksheet to record your action planFill out as much detail as you canExplain how your idea would be executed so others can understand when they read your worksheetNumber your plans in the order of impact, with #1 being the highestEach worksheet will be given to the Recognition Committee for further review

Describe your #1 action plan

Individual Actions Make a Difference

I will…

Wrap up