Recognition Fundamentals, an introduction to recognition strategy and best practices

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Recognition Fundamentals, an introduction to
recognition strategy and best practices

• Recognition Professionals International

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Course Objectives

• Introduce the RPI Best Practice Standards so that
  you can
• Develop strategies/tactics for
• both new programs and
• performance improvement in current programs
• Use tools for positive program results
• best practices
• measurements
• Revitalization

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Recognition Professionals Internationals

• VISIONRECOGNITION PROFESSIONALS INTERNATIONAL
  (RPI) is the leading resource for global
  strategic workforce recognition.
• MISSION Recognition Professionals
  Internationals mission is to enhance
  organizational performance through workforce
  recognition by
• providing access to best practice standards,
  education, research and the exchange of ideas
• creating opportunities for our diverse membership
  to grow professionally
• advocating recognition and engagement strategies
  as a means to promote organizational excellence
• www.recognition.org

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Seven Best Practice Standards

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RPI Comparison Chart

• PHASE
• I. Assessment
• II. Strategy
• III. Implementation
• IV. Review

• STANDARDS
• Measurement
• Recognition Strategy
• Management Responsibility
• Communication Planning
• Recognition Training
• Events Celebrations
• Change Flexibility

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Glossary of Terms

• RPI Definitions
• REWARD Item for meeting pre-determined goal
  (Sometimes )
• AWARD Item to commemorate specified achievement
  (Non-)
• RECOGNITION After-the-fact appreciation for
  desired behavior, effort, result that supports
  goals and values
• INCENTIVE Contingent reward based on achievement
  of pre-determined results within specific time.
• CELEBRATION A planned or spontaneous event in
  recognition of individual or team achievement.

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Standard 1 Recognition Strategy

• Learning Objectives
• Link Recognition Strategy to organizational
  vision, mission, and values.
• List five key components to Recognition Strategy.
• Name the three recognition dimensions.

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Recognition Strategy

• Key Recognition Strategy Components
• Linkage to business strategy
• Three-dimensional
• Procedures
• Objectives
• Continuous Improvement

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Recognition Strategy

• Recognition Strategy
• The organization establishes and maintains a
• recognition strategy that provides employee
• recognition at all organizational levels and is
  fully
• documented. Each element of the program should
• be focused on identifying employee
• behaviors that advance the organizations goals
• and values, and recognizing and
• promoting these behaviors.

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Recognition Strategy

• Three-dimensional Recognition
• Day-to-day
• Informal
• Formal

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Recognition Strategy

• Procedures
• Recognizing day-to-day behaviors
• Nominations
• Selection criteria
• Notification
• Selection
• Procedure for taxes

• Event planning guidelines
• Process improvement procedures
• Process for committees and adding members
• Budgeting
• Tracking

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Standard 2 Management Responsibility

• Learn the 5 Management Responsibility behaviors
  associated with SIRAR
• Strategy
• Involvement
• Resources
• Accountability
• Review

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SIRAR

• Strategy Senior management defines and documents
  its overall recognition strategy, including
  policies, procedures, and program objectives that
  reflect its commitment to recognition.
• Involvement Senior management supports the
  recognition program, communicates their support
  to all employees, and is personally involved in
  the program.

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SIRAR

• Resources Senior management identifies and
  provides adequate resources to manage and
  maintain the recognition program.
• Accountability Senior management makes
  recognition part of management review and
  agendas. All managers know that senior
  management will hold them responsible for
  participating constructively.
• Review Senior management periodically reviews
  the recognition program to determine
  effectiveness.

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Standard 3 Recognition Program Measurement

• Identify four measurement phases.
• Name four measurement levels.

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Measurement

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Measurement

• Process-Improvement Cycle

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Measurement

• Why Measure?
• Reasons
• Justify value
• Know effectiveness of spending
• Measure to maximize effort and minimize costs
• Better decisions
• Tips
• Measure with integrity
• Learn from metrics
• Be realistic
• Communicate results

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Measurement

• Kinds of measurements
• Quantitative
• Objective
• Numbers
• Qualitative
• Subjective
• Social

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Measurement

• Benchmarking Considerations

KIND COOP RELEV BRKTH
Internal H H L
Ext. Competitive L H M
Ext. Industry M M H
Ext. Generic M L H
Combined M M VH
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Measurement

• Budgeting
• Percentage of payroll salary only
• Amount per FTE
• Previous years budget
• Benchmark
• Other?

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Measurement

• Goals and Kirkpatricks Levels

LEVEL TITLE EXPLANATION
1 Reaction How FEEL
2 Learning Increase in knowledge
3 Behavior Tools used
4 Results Impact on business
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Standard 4 Communication Plan

• Identify additional communication resources
• Identify four basic components in a plan
• Consider Branding your recognition strategy

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Communication Plan
Possible Resources

• Marketing
• Internal/employee communications
• Human resources
• Managers
• Printing

• Mailing
• Legal
• Finance
• Purchasing
• Other

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Communication Plan

• Communications Components
• Message - WHAT
• Audience To WHOM
• Method WHAT kind
• Resources and responsibilities HOW
• Across the Business Unit for CONSISTENCY

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Communication Plan

• Branding
• Logos
• Color
• Design
• Other?

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Standard 5 Recognition Training

• Determine training components
• Audience
• Topics
• Methods
• Understand the importance of recognition training

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Training

• Crafting a Training Plan
• Audience TO WHOM
• Message WHAT
• Method HOW

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Training

• Managerial Skills
• High-use factors
• Positive experiences
• Desired results
• Use again
• Daily
• HAVE more time!

• Low-use factors
• Not positive
• Not reinforced
• No benefits
• Excuses to not use
• Skills not enhanced
• Dont have time

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Standard 6 Recognition Events and Celebrations

• Compare Qualities of Large and Small Events
• Planning successful recognition events
• Pre-Event
• Actual Event
• Post-Event
• Effective Presentations

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Events and Celebrations

• Qualities of Successful Events
• Large
• Small, low-cost

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Events and Celebrations

• Pre-event
• Actual event
• Post-event

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Events and Celebrations

• Pre-Event Presentation Planning Skills
• Manager preparation
• Right person
• Evoke emotion
• Specifics
• Positive comments
• Symbolism
• Co-workers

• Actual Event
• Recipient Comments
• Sincere Thank You

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Standard 7 Program Change and Flexibility

• How to plan change into your programs
• Name two potential change drivers

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Change and Flexibility

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Change and Flexibility

• Change Drivers
• Organizational change
• (merger, acquisition, etc.)
• Managerial change
• Change in strategic objectives
• Lack of program participation

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Change and Flexibility

• Change Tools
• Surveys
• Measurements
• Recognition dashboards
• Anecdotal feedback

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Summary

• Seven Standards
• Key Learnings?

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Thank you!!

• If you have any questions,
• please go to the
• Recognition Professionals International (RPI)
  website
• www.recognition.org