"[The author]
has created a savvy and readable compendium of principles, suggestions
and checklists that few practitioners planning a recognition initiative
would want to be without… [The book] is itself the recognition of
an important and emerging trend in total rewards."
– Albert S. Schlachtmeyer, Former
Global Practice Leader, Hewitt Associates
"This book is
essential to any human resources professional charged with designing and
implementing a recognition program. The critical issues to address and
steps to take are laid out in a user-friendly fashion. It is the most
comprehensive source available for understanding this important and timely
topic."
– Daniel V. Lezotte, Ph.D., Principal,
Organizational Strategies Inc.
"Whether you
are just beginning to develop a recognition program in your organization
or evaluating an existing program for future modification, this book outlines
a comprehensive process for aligning recognition programs with total rewards
and corporate strategy. Many checklists, evaluation tools and alternatives
are provided throughout the book, allowing any organization, large or
small, to customize its approach to employee recognition.”
– Karin Hollohan, CCP, Human Resources
Manager, Colorado Springs Utilities
Introduction
— Why Should Organizations Offer Recognition Programs?
- Figure 1: Employee
Recognition Programs
- Common Excuses
for Resisting Recognition Programs
- Objectives
- Figure 2: Common
Excuses for Not Giving Employees Recognition
- Business Drivers
1. Assessing the
Current Organization’s Readiness
- Checklist for Identifying
Key Stakeholders
- Figure 3: Assessing
Key Stakeholders
- Completing the
Readiness Process
- Readiness Checklist
- Determining Support
from Above
- Figure 4: Sample
Cultural Audit
- Addressing the
Various Impacts
- Figure 5: Sample
Budget Items
- Figure 6: Recognition’s
Impact on Revenue, Employee Retention and Productivity
- Benchmarking Against
Best Practices
- Figure 7:Checklist
of Benchmark Parameters
- Figure 8: Factors
Used to Determine Fortune’s “100 Best Companies to Work For”
2. Establishing
Program Objectives
- Figure 9: Characteristics
of an Effective Employee Recognition Program
- Establish Ownership
Responsibility
- Figure 10: Roles
and Responsibilities of the Program Coordinator
- Figure 11: Whose
Job Is This?
- Developing Goals
and Objectives
- Figure 12: Sample
Program Objectives
- Establishing Key
Indicators
- Figure 13: Key
Indicators
- Figure 14: Sample
Key Indicators by Strategic Area
3. Integrating
Recognition into the Total Rewards Program
- Figure 15: Total
Rewards Budget
- Figure 16: Reviewing
Current Programs
- Figure 17: Linking
Recognition with Managerial Performance
- Providing Feedback
on Program Usage
- Figure 18: Sample
Total Rewards Statement
- Linking Total Rewards
with Attraction and Retention
- Figure 19: Spot
Recognition Program
- Figure 20: Summary
of Program Usage
- Figure 21: Checklist
of Key Tools Used to Link Recognition with Attraction and Retention
4. Selecting the
Best Recognition Alternatives
- Matching Program
Goals and Organizational Culture
- Figure 22: Sample
Employee Survey
- Program Design
- Figure 23: Program
Features
- Formal Recognition
Programs
- Cash vs. Non-Cash
Programs
- Designing a Formal
Program
- Figure 24: Essential
Elements of a Formal Recognition Program
- Figure 25: Examples
of Formal Recognition Approaches
- Figure 26: Decision
Matrix
- Informal Recognition
Programs
- Figure 27: Reinforcing
Positive Behavior
- Figure 28: Sample
Policy on Spot Recognition
- Designing an Informal
Program
- How to Effectively
Use an Informal Program
- Keeping the Program
Fresh and Fun
- Figure 29: Program
Obstacles
- Conducting the
Recognition Event
- Figure 30: Guidelines
for Conducting the Recognition Event
- Documenting Recognition
- Figure 31: Guidelines
for Documenting Recognition
- Figure 32: Be Specific
When Recognizing Employees
5. Preparing an
Action Plan
- How to Identify
Resources
- Figure 33: Dimension
Checklist for an Action Plan
- Establishing a
Timetable
- Putting It All
Together
- Figure 34: Resource
Checklist
- Figure 35: Proposed
Timelines
- Figure 36: Sample
Action Plan
6. Training Leaders
- Ongoing Training
Approaches
- Figure 37: Talking
Points for Employee Recognition
- Providing Recognition
to Leaders Who Complete Training
- Figure 38: Sample
Certification Program
- Figure 39: Linking
Training with Leader Performance
7. Communicating
During Implementation
- Communication Objectives
- Using Internal
Resources
- Figure 40: Essential
Functions of a Recognition Committee
- Employee Feedback
- Communicating with
Multiple Locations and Global Cultures
- Using Media-based
Approaches
- Figure 41: Common
Media Sources
- Figure 42: Sample
Payroll Stuffer/Flyer
- Informing Customers
and the Community
- Major Corporation
Announces a New Recognition Program for Its Employees
- Theme-related Events
- Figure 43: Essential
Elements of an Employee Recognition Fair
- Reviewing Implementation
Strategies
8. Determining
Legal Requirements and Tax Liability
- Legal Compliance
- Figure 44: Checklist
for Determining Tax Liability
- Figure 45: Rules
for Developing Written Communications that Comply with Regulatory Guidelines
9. Evaluating Program
Effectiveness
- The Employee Recognition
Scorecard
- Figure 46: Sample
Employee Recognition Scorecard
- Measurement Tools
- Leadership Assessment
- Figure 47: Sample
Recognition Survey
- Program Audit
- Figure 48: Sample
Leadership Assessment
- Assessing Program
Objectives
- Communicating Program
Success
- Figure 49: Sample
Program Assessment
- Quarterly Program
Summary
- Figure 50: Quarterly
Program Summary
10. Case Studies
- Major Corporation
(A Fictional Example)
- Communication Approaches
- Figure 51: Summary
of Recognition for Major Corporation
- Program Successes
- The Vanguard Group
- International Paper
Appendix
- Recognition Log
- References
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