Member Recognition - Start With The End In Mind

Begin With The End In Mind

By: Jeff Dalton - Paramax &

David Carrithers Affinity Center InternationalApril 27, 2012 3:00 PM to 4:00 PM

Member Recognition

“The moment people in an organization are recognized, they will act to get recognition. The moment they realize that the organization rewards for the right behavior, they will accept it.” Peter Drucker - WSJ

Goal Of Session

• What drives successful employee programs• Clear understanding of a few key steps• Sharing on what works and what doesn’t • How to start your thinking & why• A little effort up front has huge payoff • Change is the only constant

Basics Of Motivation Positive, Immediate and Certain Change requires a motivator - what gets rewarded

gets done Award needs to have meaning and be beyond the

living basics Focus on moving the 80% on the Bell Curve of an

organization to the right 5% to 10% A good program needs communications, program

administration and the right awards Employee programs need to take into account the

full potential earnings and desired behaviors

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Basics Of Motivation

Cash is limited in promotion value, long-term remembrance and excitement

The best programs reward the whole chain - employee, channel and customers

Make sure the reward is truly a reward.

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Maslow’s Hierarchy of Needs

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Move beyond the basics Tap into the psychic Reward the complete person People want to feel recognized

The Behavioral Model

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What gets rewarded gets done Identify the desired behavior modification Communicate the desired state What gets tracked gets repeated Reward the outcome

Do This Get That!

The Bell Curve

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Focus on the middle 80% Move the organization 5% to

10% to the right Top performers will always

perform Turn those just below the top

into top performers

Employee Program Background

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Types of Programs: Attendance Suggestion Quality Safety Service Anniversary Employee/Sales Referrals Honor & Recognition Productivity Teambuilding Customer Service Gift Training/Certification Consolidated “Umbrella”

Participants: Tend to be non sales,

such as production and

service

Safety focuses on

drivers, service repair

personnel, &

manufacturing plant

employees

Employee Program Background

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Target Industries: Manufacturing Utilities Telecommunications Healthcare Financial Automotive Service

Typical Owners Of Programs: Human Resources or Personnel Director Quality Officer Director of Safety, Loss Prevention General Manager, Manufacturing Plant

Program Length: Longer-term up to 1 year

(w/ monthly/quarterly

payouts) Lends to yearly renewals

Average Payout: Smaller payout than sales

programs $200-$300/year for single

programs

KeepIn Mind• Reward is not

compensation• Under paid cannot be

fixed with a reward program

• Cash can be part of program mix but no more than 20%

Surveyed 1,000 people and asked “Have you ever received a cash reward from your employer and if so what did you do with the cash?”

Rewards Are Key!• Do you truly understand

your employee base and what motivates them?

• Get beyond “I want cash” mentality to what they want to gain access to what truly motives the employee

• Liberate the award earner – give them choice

Surveyed 1,000 employees on rewards

Works?

Doesn’t•One size fits all rewards•Complicated rules•Manual tracking programs •One program at a time focused•Doing too much with too little

Does• Offering reward choice• Mixing recognition with

incentives• The whole organization

into the program (peer to peer, cost savings, top performer, etc.)

• A program not a one time event

What is a Recognition System?

A Web Portal Provides managers and employees the

opportunity to send accolades, thank- you’s, acknowledgments & appreciation to each other

Provides information to all employees in all aspects of the Recognition Program

Provides 2 way communication with management with survey and quiz/training tools

Provides an awards catalog for tangible awards

What Is A Recognition System?

Check List

Do a review and analysis of all programs/efforts for past three years – what’s worked/ not worked

Survey employees to find out what motivates them (beyond cash) and be honest with yourself

Do you have a platform for your program that makes it easy on you and the organization to motivate behavior

Clearly define the behavior(s) you want to see and is the program driving these results and is this clear to the employee

Key Program Development Thinking

Ease of understanding – what is the behaviorEase of redemptionEarning reward in a reasonable time frameDo you understand what motivates your

employeesIs the reward befitting of the behavior changeMore than rewards - recognition

Thank You!

Jeff Dalton, CEOParamax http://www.pmx.com732 224 1048 Ext [email protected]

David Carrithers, PresidentAffinity Center Internationalwww.AffinityCenter.com707-484-3620david.carrithers@affinitycenter.com