Transcript Slide 1

A Leader’s Competitive
Advantage..…
The Power of Employee Recognition
Business Case
A 2001 study at Prudential Financial showed that “not
feeling appreciated for the job they did” was one of the
top 10 reasons employees left the company.
A 2002 Gallup Survey found that recognition and praise
ranked fourth among the twelve dimensions that
consistently correlated with workgroups that have higher
employee retention, higher customer satisfaction, higher
productivity and higher profits.
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Business Case
High-Quality Work Environment
•Purposeful
•Positive
•Supportive
•Improvement-focused
•Employee centered
High level of
organizational
performance,
customer service
and innovation
Work environments
and relationships have
a significant day to day
impact on performance
High level of
teamwork,
cooperation, and
employee initiative
and creativity
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High level of
employee
satisfaction
British Columbia Public Service Agency
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Informal vs. Formal Recognition
It is important to have a mix of both
informal and a formal recognition for
your employees.
The focus of this training program is on
how and when to offer informal
recognition. This should happen regularly
and more frequently than formal
recognition.
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Emotional Intelligence
“The leader’s ability to communicate appreciation is
a make-it-or-break-it point in the success of many
organizations.”
Changing the Corporate Landscape
Jean Otte
“Managers who are most successful spend less
time thinking about recognition itself and more
time thinking about how they can help the people
they work with.”
Make Their Day!: Employee Recognition That Works
Cindy Ventrice
2007
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Emotional Intelligence
What distinguishes the outstanding leader from
the merely adequate?
Emotional intelligence – a powerful combination
of self-management skills and the ability to work
with others.
Daniel Goleman
“What Makes a Leader”
2007
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STARS Program for Employee Recognition
S = Sincere – For a gesture of recognition to be effective it needs to
come from the heart and be sincere
T = Timely – It is critical to be timely in recognizing the achievements
of your employees
A = Articulate – Make sure to clearly articulate the specific
achievement or accomplishment for which you are recognizing your
employee
R = Receptive – Be receptive to learning more about your employees
and their motivations so you are aware of what types of recognition
will be most rewarding to them.
S = Spontaneous – Be spontaneous in your recognition in order to
ensure it is happening often, and in natural and varied ways.
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S = Sincere…
Say What You Mean, Mean What You Say
Sincerity means that managers
trust their employees and value
what each is capable of
contributing
By recognizing your employees you are helping them to stay
motivated. You are letting them know that they are valued and
that they are contributing to the overall goals of the company.
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T = Timely…
Witness It, Recognize It
The recognition will lose its
meaning if too much time
passes between the
accomplishment and the
recognition
"Recognition is something a manager should be doing all the time-it's a running dialogue with people.“
Ron Zemke, Senior Editor of Training Magazine
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A = Articulate…
Be Specific About the Reason for Recognition
Be very specific with your employees
about what they accomplished that
warrants the recognition
Establish goals and metrics that merit
rewards and stick to those guidelines
"This business of making another person feel good in the
unspectacular course of his/her daily comings and goings is, in my
view, the very essence of leadership.“
CEO Irwan Federman
2007
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R = Receptive…
Know What Motivates Your Employees
Do not assume “one size fits all”
You need to know what motivates
each of your employees
"That personal touch—the personal thank-you, whether through a
phone call or a quick e-mail—is so important.“
Sylvia Kronwald, Dow Chemical
2007
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S = Spontaneous…
Do What Feels Right
Being spontaneous in giving
recognition ensures it is
happening in natural and varied
ways
"Recognition is so easy to do and so inexpensive to distribute that
there is simply no excuse for not doing it.“
Rosabeth Moss Kanter, author and HBS Professor
2007
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Successful Recognition
To successfully give recognition
you must:
Be comfortable providing it
Agree with the method of
recognition
Agree the employee’s attitude &
accomplishment merit recognition
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Virtual Recognition
Provide similar types of recognition and
rewards that you provide for those employees
who are in the same location
Determine motivational needs and build on it
Ask what types of recognition they want
Utilize the STARS Program
“Realize that employees at other locations or who telecommute from their
homes already feel they are second-class citizens.”
Bob Nelson, PhD, author and motivational speaker
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Virtual Recognition
Utilize every communication method for delivery
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Video Conference
Interoffice Mail
Overnight Mail
E-mail
Telephone
Meetings
Ask a local manager/peer to present in your absence
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How to provide recognition?
Bring in unexpected treats
Email to a person’s supervisor
Hand written thank you notes/post-it
note
Greet employees when you see them
for the 1st time each day
Have lunch or coffee with your
employees
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What can you do?
Ask your manager to recognize your
team’s outstanding accomplishments
Ask an employee for feedback on a
project or idea
Recognize your peers, not just direct
reports
Plan for spontaneous recognition
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Results & Effort Driven Awards
Friday Fan Mail
Pay it Forward Award
ABCD Award (Above the Call of Duty)
Behind the Scenes Award
Mr. Goodbar
LifeSaver Award
Traveling departmental trophy
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Recognition Results
Increased employee confidence
Expecting the best
Links what you say as a manager to what you do as a
manager
Builds trust in you as a manager
Shows you are paying attention
Helps employees feel empowered to continue doing
the right things
Most employees do the right things most of the time so there are lots of opportunities for recognition
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If You Are Doing it Right
Your “confirmation” contacts should
out-number your coaching &
correction comments by 2 to 1
(National Assoc. for Employee Recognition)
People should tell you that you
made their day.
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Planning for Spontaneous
Recognition
Contents of your “STARS Recognition Box”
It takes 21 days of repeated
Hints
behavior
to
form
a
habit
Resources
Examples
Giving personal praise is a learned skill…
It doesn’t come naturally for everyone because it requires managers
to make a connection with their employees on a personal level.
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Culture Change Committing to Change
Gain management buy-in/support
Budget accordingly for the awards
Communication is key to sustaining
Consistency – award ALL
Experiment and learn by trial-and-error
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Make It a Habit and Track It!
GETTING INTO THE RECOGNITION HABIT
Employee Name
Doe, Jane
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Date of Recognition
23-Oct-07
Purpose
Completed project
Form of Recognition
Personal Card
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Employee Reaction
Surprise on receiving card
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Poll Your Employees
Recognition Questionnaire
Name: ________________________
1. I prefer recognition to be:
a. Given in a group setting
b. Given personally in a one-on-one setting
c. Given in writing rather than in person
2. I would rather be recognized by:
a. My peers
b. My manager
c. My manager’s manager
3. I would rather be recognized in front of:
a. My peers
b. My manager’s manager
c. None of the above
4. If I received a performance award I would rather that it be presented to me:
a. In a one-on-one setting
b. In a team meeting or group setting
c. Over lunch as an added reward
5. I would prefer from my manager:
a. Daily recognition
b. Weekly recognition
c. Occasional recognition based on extraordinary accomplishments
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Homework
Everyday…
Recognize Someone
“Make it a habit
and track it!”
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Measuring Change
Survey employees 1-2 months after inception
to assess if they are receiving more informal
recognition
Survey managers delivering recognition 1-2
months after inception to assess if they are
delivering more informal recognition
Review meritocracy changes in firm
employee surveys
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For Additional Information…
You can purchase recognition items from the following websites:
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www.Baudville.com
www.gneil.com
You can learn more about employee recognition from these websites:
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www.recognition.org
www.nfib.com
www.nelson-motivation.com
www.humanresources.about.com/od/rewardrecognition
www.workforce.com
You can learn more about employee recognition from these books:
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1001 Ways to Recognize Employees – Bob Nelson
Make Their Day – Cindy Ventrice
101 Ways to Reward Team Members for $20 (or Less!) - Kevin Aguanno
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STARS Informal Recognition Program
For questions, call:
Renee Mailhot
John Deere
309-748-0845 (work)
309-230-6445 (cell)
[email protected]
-ORGillian Saunders
Siemens Power Generation
[email protected]
407-736-5412 (work)
407-810-5984 (cell)
-ORMisty Habib
Merrill Lynch
[email protected]
904-218-1686 (work)
917-523-4021 (cell)
Resources
Information was gathered from the following sources:
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www.gneil.com
www.Baudville.com
www.nfib.com
www.recognition.org
1001 Ways to Recognize Employees – Bob Nelson
Whale Done - Ken Blanchard
FISH! - Stephen Lundin, Harry Paul & John Christensen
Oh, the Places You’ll Go – Dr. Suess
Make Their Day – Cindy Ventrice
Changing the Corporate Landscape - Jean Otte
“Leaving a Legacy” - Kenny Funk
"Long-Distance Recognition” – Bob Nelson
101 Ways to Reward Team Members for $20 (or Less!) - Kevin Aguanno
The Emotional Intelligence Activity Book: 50 Activities for Promoting EQ at Work - Adele B. Lynn
Encouraging the Heart: A Leader’s Guide to Rewarding and Recognizing Others – James Kouzes &
Barry Posner
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