Presented by: Bridget Flanagan, Hilary Gosselin, Bob Kinney, Vincent Koon,

Presented by:
Bridget Flanagan, Hilary Gosselin,
Bob Kinney, Vincent Koon,
Kapil Mayawala, Alina Salgado
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How the carrot beats the dollar: It’s about
appreciation
The case for non-financial rewards and
recognition
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Downsizing or restructuring (54%)
Sought new challenges or opportunities
(30%)
Ineffective leadership (25%)
Poor relationship with manager (22%)
To improve work/life balance (21%)
Contributions to the company were not
valued (21%)
Better compensation and benefits (18%)
Source: Right Management, HR Consultants – June 2008 3
Why & How To Get Employees
to Stay

To achieve their strategic goals, companies
must:
◦ attract and retain talented employees
◦ rewarding and recognizing those who exemplify the
values.
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Competitive total compensation strategy:
◦
◦
◦
◦
Base Pay
Variable Compensation (Bonuses, etc)
Rewards & Recognition
Employee Benefits
Rewards/Recognition is a key component!
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Define the strategic priorities
Define the vision/mission of the organization
What is the culture of the organization?
What values does this organization embrace?
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Integrity and Honesty
Teamwork and Collaboration
Accountability for Results
Commitment to Winning
Meritocracy
-- Values from The Hanover Insurance Group
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Class Exercise:
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The values of an organization speak to Emotional
Intelligence at the organizational level
Let’s talk about Emotional Intelligence at the
manager level and how it relates to
rewards/recognition
Pop Quiz: What are the components of
Emotional Intelligence?
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The five components of Emotional
Intelligence
1.
2.
3.
4.
5.
Self-Awareness
Self-Regulation
Motivation
Empathy
Social Skills
Source: Daniel Goleman, “Emotional Intelligence”
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Employees:
1. Full appreciation for
work done
2. Feeling “in” on things
3. Sympathetic help on
personal problems
4. Job security
5. Good wages
6. Interesting work
7. Promotional/growth
opportunities
8. Personal loyalty to
workers
9. Good working conditions
10. Tactful discipline
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Managers
1. Good wages
2. Job security
3. Promotional/growth
opportunities
4. Good working conditions
5. Interesting work
6. Personal loyalty to
workers
7. Tactful discipline
8. Full appreciation for
work done
9. Sympathetic help on
personal problems
10. Feeling “in” on things
Source: www.selfgrowth.com
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Employee
Manager
Importance
(scale 1-10)
10
5
0
Source: www.selfgrowth.com
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Engagement is key to the true success of a
company with regards to both:
◦ Departments/teams
◦ individual

Employees respond to how they are treated
by a company and make decisions to stay
based on those reasons.
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Most people work for financial gain
Rewards/recognition don’t replace a sound,
solid compensation system/approach.
Compensation is “hygiene” – must have.
But without the things that make an
environment worth working in, people will
go elsewhere
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“For employees, the real driver of engagement
is believing a company cares about them.”
--Gary Petersen, VP of Research for OC Tanner (rewards and recognition firm)
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http://compforce.typepad.com/compensation_force/2007/02/the_1_nonfinanc.html
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According to Towers Perrin, employees feel
their companies care about them when
they:
 Show appreciation to those who excel
 Observe senior management modeling
behavior
 Perceive a clear connection between
recognition and goals of the organization
 Experience recognition as timely, personal
and sincere
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Spontaneous – Don’t Delay - Thank someone as
soon as you catch them doing something great
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Specific – Praise people for specific
accomplishments
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Private – Go to your employee’s office to give a
personal thank-you and praise
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Public – Praise an employee in the presence of
others
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In writing – Send a letter, memo, or e-mail
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Class Exercise
◦ Raise your hand if you received a “goodie bag”
when you entered class tonight.
◦ Now raise your hand if you didn’t.
Can anyone tell us the specific reason(s) you
received/didn’t receive this goodie-bag award?
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Saying “Thank you” via handwritten note, e-mail,
or phone call from manager or co-worker
Employee of the Month
Merchandise/gift cards/certificates
Vacation days/flex time
Recognition cards: birthdays, anniversaries, etc.
Team lunches
Casual dress
Recognizing a job well done in a team meeting
Better yet – ask your employees what they think
would be more meaningful
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Standardized awards and recognition
programs can be impersonal.
When you add fun & play to the awards and
recognition program it will equal a more
memorable and personal experience.
It is important to think outside the box!
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No matter what your budget, you can make
the reward and recognition process fun.
Examples from actual companies:
◦ Hold a lottery where the winner gets driven to and
from work one day in the company (or a rented)
limo. (Security Life Insurance of Denver)
◦ Create a “Laugh a Day Challenge” where employees
are encouraged to bring in a joke or a cartoon to
share every day for a month. (Bank of America)
◦ Bring in champagne to work on alternate Fridays,
and toast the successes of the past two weeks.
(General Foods)
Source: #284 from Innovative Leader Volume 6, Number 7, July 1997
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The case of Dr. Alexander, Youthful Tooth Dental Office
 Small company – 30 employees
Owner calculated that he could give $200 to each employee as
year-end bonus.
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But
he realized that adding $200 to their paychecks would not
make much difference to them, wouldn't make them feel
recognized and rewarded, and they would probably just spend it
to pay their bills etc.
So
he came up with an idea:
Take a guess at what he came up with?
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The case of Dr. Alexander, Youthful Tooth Dental Office
 He closed the office one afternoon and took everyone
to the local mall.
 He gave each of them $200 with instructions that
they had 1 hour to buy 5+ gifts for themselves, and
any amount left over goes back to him.
 It turned out to be a huge success.
 The employees were excited by the idea, rushed
through the mall, gave updates on what they got
when they crossed each other and had lots of fun.
 They even brought their gifts at the next team
meeting to share their experience and what they
bought.
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Does anyone else have an example or creative
idea to bring some fun to the work place
reward/recognition process?
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Wells Fargo Uses “Recognition Coordinators”
RCs keep recognition efforts front and center:
coordinate events, administer nominations, offer
training and coaching, and much more
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They are included in staff meetings to offer
updates on recognition
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They are asked to lead a “fun committee,”
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They compile nomination information from
business partners and customers.
Source: About.com: Human Resources. Make Their Day!
Employee Recognition That Works, Cindy Ventrice,
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www.maketheirday.com
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Avis: Presents a _____ on an employee’s 25th
anniversary:
Rolex Watch
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Random House: All employees get 10 free
_____ each year:
Books
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Anheuser-Busch employees are entitled to
_____ each month:
2 free cases of beer
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CLASS EXERCISE: What are some meaningful
rewards/recognition programs at your
companies/organization?
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Employees feel motivated and satisfied when they
are recognized for their efforts
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Motivated employees achieve greater results and
productivity for the company
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Employees who feel supported by their managers
will enhance the morale of their group
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If you create an environment of recognition, it
encourages your employees to do the same!
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Engagement
Commitment
Satisfaction
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