organizations have a formal awards program that is their “best-of-the-best”
academy awards event. These formal award programs are truly the best
performance ranking, or earned award, such as the top salesperson, or they
are nomination based and selected by a judging committee.
selected jurors are previous award recipients because they know the standard
required to become an award winner.
does using previous award winners as jurors who are peers of potential
award candidates lead to bias in selecting winners?
Whenever technology is involved there will always be bugs and glitches that get in the way. It’s the same with recognition and reward programs. However, for the most part the biggest problem with recognition programs is not technology. It is the people factor and how recognition programs are used. Consider these Top 10 Solutions to Typical Recognition Program Problems to help you out.
1. Poorly Planned Programs. Too many leaders launch recognition programs without a plan. Create a recognition strategy with purpose, philosophy and principles. Determine overall objectives you want to achieve with them. Then set specific, measurable goals so you know how to measure your progress. Develop an annual plan to improve the weak areas of your recognition programs.
2. No Management Participation. Start right at the top by lobbying for an executive sponsor to champion the recognition cause. Show leaders how to use the programs and provide supports. Personally commit leaders to using recognition programs. Educate managers on recognition practices and using programs. Hold managers accountable for usage and monitor program reports.
3. Lacking Consistent Usage. You have your recognition programs in place but managers and employees aren’t using them. Apathy and complacency are the enemies of using tools for what they were meant for. Set clear expectations for using the programs. Regularly communicate how to use programs and share positive examples of great recognition givers and their impact on people.
4. Inability To Recognize. Recognition programs are simply tools for giving appreciation and recognition to other people. An effective user of recognition programs must already be effective in giving recognition face-to-face. Teach people the positive behaviors associated with giving people meaningful, memorable and motivational recognition. Expect people to apply these skills first.
5. Too Achievement Focused. Some recognition programs are really reward or incentive programs labeled solely as recognition programs. That’s because rewards are being used to reinforce performance outcomes. This can create an entitlement mentality. Don’t forget to use recognition programs to express appreciation, acknowledge people, and communicate gratitude for everyone.
6. Programs Remain Unknown. Sad to say it but there are companies with recognition programs that their employees don’t even know about. I’ve seen it when we get companies to inventory all the rogue programs that exist. Create a centralized strategy with some core programs and allow local programs to continue. Now brand, communicate and promote them everywhere you can.
7. Unclear Program Expectations. Spell out the expectations for each type of recognition program. Social recognition programs connect people with each other and positive actions. Performance recognition programs reinforce positive behaviors and strategic goals. Milestone or service awards are a celebration of people’s contributions. Don’t expect the wrong things from different programs.
8. Lousy Rewards Criteria. Recognition and reward programs can create problems when criteria for rewards are not clearly determined. What one person determines is above and beyond is different for someone else. Develop clear criteria for rewards based on whether the action was once or consistently done; the degree of impact of their actions; and who and where the impact was made.
9. Big Hoopla Launch. Beware grand launching of new programs with big glitz and full of pizzazz. Ask any IT department about introducing new software and they’ll tell you there are always bugs. The best advice I can give is if you start big you will end small; if you start small you will end big. Start by piloting the program in one division first. Iron out any program glitches before going company-wide.
10. Not Creating ROI. Recognition programs can be a sitting duck for being reduced in scope or completely eliminated when seen just as a feel-good-activity. Your recognition programs must be aligned with your businesses goals and seen as a performance driver. Make sure you are fully using reports and analytics to correlate recognition with results and always calculate business impact and ROI.
Previously published by this writer in Incentive Magazine.
Recognition is a
relatively new experience in the workplace and especially using technology
driven recognition programs. Rewards were always recognition’s historical
then is how do you evolve your current recognition programs to be ready for the
ongoing future developments of the future?
As you look at
the past, awards and rewards, especially using money to reward employees—were
viewed as the only potential motivator to increase performance
The attitude was
if you want employees to work more and better, then you had to pay them with
monetary rewards when they performed at the desired level. Rewards were totally
a top-down approach from managers to employees because the whole purpose was
business focused. Manager’s focus was on paying or rewarding employees for
higher performance and then the company will get better business results and
organizations today, there is still a perception that rewards are so much
easier to give than to be bothered with the extra care and effort required
to recognize someone.
A reward in
isolation of employee recognition, especially monetary rewards, only serves to
create an entitlement mentality that relies solely on extrinsic motivation.
organization fixated by rewards and just transacting with employees?
Isn’t it about time you
incorporated video into your recognition programs? After all, everybody else
seems to be doing so.
Facebook’s Mark Zuckerberg implied
this when he said, “Video is a critical part of the future. It’s what our
community wants, and as long as we can make it social, I think it will end up
being a large part of our business as well.”
out these statistics:
In 2019, Wyzowl found that63% of businesses were using video as a marketing tool. By the start of 2018, that had risen to 81%. Now, as we arrive in 2019, the number has increased again to 87%. (Wyzowl)
By 2022, online videos will make up more than 82% of all consumer Internet traffic—15 times higher than it was in 2017. (Cisco)
Social video generates 1200% more shares than text and image content combined. (G2 Crowd)
On average, people spend 2.6x more time on pages with video than without. (Wistia)
83% of marketers would increase their reliance on video as a strategy if there were no obstacles like time, resources, and budget. (Buffer)
Using video in your online
recognition programs is the next best thing to being there in person.
are a lot of ways where you can make onboarding of new employees an exciting
time of welcome and recognition for them.
doesn’t have to be a very expensive process. By making a committed attempt to
acknowledge each new employee and celebrate their coming on board, you’ll be
going a long way to engaging new employees and encouraging them to stay and be
loyal to the people and organization.
about how you can make your employee welcome even more meaningful by
integrating employee recognition practices and programs.
companies launch recognition programs and they don’t exactly light up the sky
and shine, as they should.
For a variety of
reasons you might not have gotten the engagement and traction you thought you
would when you designed and developed your organization’s recognition program.
You thought you got everyone’s input and their buy in, and
foundational things can stop recognition program engagement whether it’s access
to technology, the nature of the work of most employees, or simply a
lack of respect thinking employee recognition is unimportant.
But let’s look
at what needs to be in place to engage your managers and employees with your
employee recognition programs.
We need greater accountability for the success of our incentive programs. Planning to calculate the ROI of incentive programs from the start will help us focus on results. Following the Top 10 Ways to Measure the ROI of Incentive Programs will be a handy checklist to ensure the success and ROI of your incentive programs.
1. Identify the problem you want incentivized. Assess the current performance problem to determine the needs, conduct a gap analysis, and look for potential improvements you think could be incentivized. Too many accidents, not enough sales, losing too many people, or not reaching performance targets.
2. What are the costs of the problem? Analyze the direct and indirect costs currently associated with the identified performance problem or need. Like: What are salary and operational costs for a retail store? What are turnover costs? What is the number of lost-time days due to accidents?
3. Determine the achievable objectives. Propose one or two key measurable objectives to be targeted by incentives. Example: percentage of reduced voluntary turnover; increased quarterly productivity indicators at retail stores; percentage of sales performance numbers; or, reduced number of annual accidents per year.
4. Figure out the best measures to use. Identify the specific behavioral measures you will use to determine the right program success measures. When you define the performance well enough you will know the behaviors you want more or less of. You’ll then know if the behaviors occur or not and how to measure them.
5. Calculate the costs of incentives. Project the overall costs associated with conducting an incentive plan to improve the performance problem. Determine the value of incentives, the frequency or number of behaviors required for an incentive, the time period of the incentive plan, and multiply to determine total costs.
6. Keep tabs on budget spend. Monitor the costs associated with producing the improved performance results along with implementing the incentive plan. ROI is about return on investment of monies spent, which includes administration costs, monitoring, data collecting, and analysis.
7. Gather the data you need. Collect baseline data of target performance results from the period before the incentive plan began as well as during the implementation period (e.g. year before versus current year). Do as much as you can before the incentive plan so you can deal more with data following implementation.
8. Create a before and after analysis. Analyze and calculate the costs of the targeted performance problem before and after the incentive plan. Here you monetizing as much of the data as you can. Make friends with the folks in finance to help you put a dollar figure on as many data points as is possible.
9. Consider reasons for the success, or not. Give a general interpretation of the results observed of performance outcomes achieved while using incentives. This is putting the human observation and deductive reasoning as to whether things worked or not. Your hypothesis can then be validated by the data collected.
10. Work out the ROI. Calculate the actual return on investment. The math is easy: It’s the estimated dollar amount of the impact made by the incentive plan minus the combination of the annual incentive payout costs plus administration costs, then divide the previous total by the impact dollar amount, and finally multiplied by 100. Previously published in Incentive Magazine
How are your career milestone or service award programs doing these days?
It seems the majority of organizations have tenure or long service award programs. According to WorldatWork’s 2017 Trends in Employee Recognition, length of service recognition remains the top ranked recognition program with 85 percent of organizations.
Historically, and especially within the public sector, career milestone years were only acknowledged when an employee reached 25 years or longer. Today, most progressive organizations commence with at least 5 years and then celebrate every 5-year increment thereafter.
But when you look at the US Bureau of Labor Statistics the average tenure for salaried employees is 4.2 years. That average drops to 2.8 years for the mobile 25 to 34 year old employees.
What impact are your formal recognition programs having on your people and their performance? Are you designing your best-of-the-best and above-and-beyond award programs to make a difference?
According to the World at Work 2017 Trends in Employee Recognition Survey, 77% of organizations have above-and-beyond performance programs, and only 17% of them have what they termed as formal programs. They did not delineate or define well what they meant by formal recognition.
The Conference Board of Canada in their 2017 report on recognition found that 50% of corporations have formal company-wide recognition programs in place. Organizations that have these programs recognize outstanding individual achievement as their main purpose and organize large-scale celebration events to accompany these awards.
But neither study pursued whether these formal award programs had achieved their objectives or if they considered the award programs effective or not.
Look at the following seven ideas for building greater impact into your existing formal award programs.
Allen Saunders, an American writer and journalist first coined the line “Life is what happens to you while you’re busy making other plans,” back in a 1957 Reader’s Digest article.
Sometimes this happens to you and I who work in the recognition space. Things will happen at work by people that negatively disrupts the good you are busy planning with your recognition programs and initiatives.
And nothing is worse than when it is a leader who is the disruptor of your recognition programs and plans.
Consider these tactics for handling the inevitable negative, disruptive leader.