Building Recognition into your Organizational Culture

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Building Recognition into your Organizational
Culture!
www.terryberry.com 800.253.0882
May 13, 2009 HR Forum
Greg Butterfield Partner, Terryberry Co.
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REVITALIZE Your Recognition Program

• Agenda
• What do your Employees want from their work?
• Tips to revitalize recognition in your
  organization.

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Unleashing the Power of Maslows Hierarchy
Self-Actualization
Engagement
Recognition
Esteem
Acceptance Involvement
Social/Belonging
Location Working Conditions
Safety
Compensation Benefits
Physiological
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What Managers Report Employees Want!

• 5. Interesting Work
• 4. Good Working Conditions
• 3. Promotion Growth
• 2. Job Security
• Good Wages
• Foreman Facts, Labor Relations Institute of NY,
  2004

10. Feeling in on things 9. Sympathetic
help w/ personal problems 8. Appreciation
for work done. 7. Tactful Disciplining 6.
Personal Loyalty to Workers
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But When Employees are asked
5. Good Wages!!! 4. Job Security 3. Sympathetic
help on personal problems (9) 2. Feeling in on
things (10) 1. Appreciation for WORK DONE!!
(8) Foreman Facts, Labor Relations Institute of
NY, 2004
10. Tactful Disciplining 9. Good Working
Conditions 8. Promotion Growth
7. Personal Loyalty to Workers 6. Interesting
Work
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RESPECT
Respect your people and and their knowledge of
the challenge at hand
Respect
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The challenges for managing and
motivating people have never been greater.
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The ________ stumbling block to ________
________ of importance in our ________ seems to
be our ________ to ________ to ________.
A surrender anything life willingness greatest
circumstance achieving.
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The greatest stumbling block to achieving
anything of importance in our life seems to be
our willingness to surrender to
circumstance. - Seig Weber
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RECONNECTOn a macro level.Make sure your
recognition efforts are aligned with your
organizations vision and culture.
Respect Reconnect
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Why is understanding your Workplace Culture
Important?
Specific Goals Objectives
Organizational Culture
Vision
Mission
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Mission statements are reflective of an
organizations culture
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RECONNECTOn a micro level.Make sure your
recognition efforts fit your employees on a
personal level
Respect Reconnect
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RESOLVE
To earn the support and resources from upper
management to recognize your people
Respect Reconnect Resolve
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Cultivate MANAGEMENT BUY-IN
Results Oriented
Relationship Oriented
EMOTIONAL INTELLIGENCE
TRUST
Metrics give HR managers a great tool to
demonstrate the strategic value of recognition!
What is your Leadership Balance, Ellis, Lee.
RightPath Resources, August 2006.
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REFOCUS
Know your ABCswhat are the attitudes, behaviors
and contributions your organization values most.
Respect Reconnect Resolve Refocus
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ABCs of Recognition
Underscore the

• ATTITUDES
• BEHAVIORS
• and CONTRIBUTIONS

your company values most
1Greg Butterfield, Senior Partner Terryberry 2006
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REESTABLISH
All three forms of recognition are necessary for
success!
Respect Reconnect Resolve Refocus Reestablish
1Greg Butterfield, Senior Partner Terryberry 2006
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Recognition Drives Engagementthe more frequent,
the better
35 increase
20 increase
ENGAGEMENT LEVEL
FREQUENCY
Daily Telegraph, March 22, 2008, Ford. (citing
findings of David Brown, Director of Hewitt
Associates)
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Calculating the Cost of Disengagement
Engaged Employees 29 Not-Engaged Employees
56 1 ACTIVELY DISENGAGED EMPLOYEES 15
Sample Scenario ABC Company (Number of
Employees) 150 Actively
Disengaged Employees (15) 22
Cost per Disengaged Employee1 16,087
Annual cost of Disengagement 16,087 x 22
employees
353,914
per year
1Gallop Management Journal reports that
disengaged employees cost the US Economy up to
350 Billion annually 2005
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Most Commonly Used Award Programs
Service Award Programs 90 Performance 87 R
etirement 51 Sales 51 Suggestion 41
Employee of the Mo/Qtr/Yr 39 Safety 33
Attendance 22
Trends and Best Practices in Employee
Recognition, NAER 2005
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RETRAIN
Whats your praise to criticism ratio?
41 is needed to maintain behavior.
To change behavior, the ratio must
Respect Reconnect Resolve Refocus Reestablish Retr
ain
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Help your managers with RECOGNITION TRAINING
The most important task you have as a manager is
to encourage the best performance from your
employees
Dr. Gerald Graham,
Wichita State University

• Top 4 Workplace Incentives
• Personal Thanks From Manager
• Written Thanks From Manager
• Promotion for Performance
• Public Praise Presentations

1Dr. Gerald Graham, Dean of the W. Frank Barton
School of Management, Wichita State University
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What are Employers Top Concerns Regarding
Recognition?
Managers dont reward employees as frequently as
they should It isnt fresh and interesting It has
bred a sense of entitlement and employees no
longer value it Its not used equally across the
organization Not properly aligned with goals or
rewards wrong behaviors Managers reward employees
too liberally or too often
31.4. 23.2 19.1. 17.5. . 7.3 . 1.6
Canadian HR Reporter, Dec 4, 2006
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REKINDLE
Light a fire under your communication efforts to
heat up your recognition initiative.
Respect Reconnect Resolve Refocus Reestablish Retr
ain Rekindle
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REINFORCE
Award presentations are the perfect opportunity
to underscore attitudes behaviors and
contributions your organization values most.
Respect Reconnect Resolve Refocus Reestablish Retr
ain Rekindle Reinforce
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RECOGNIZE and REWARD
A well-constructed program includes both
appreciation and award components!
Respect Reconnect Resolve Refocus Reestablish Retr
ain Rekindle Reinforce Recognize Reward
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AGAIN.What Do Your Employees Want!
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To belong to an organization with solid ethics,
good values a strong sense of responsibility
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To understanding how they fit into the
organizations success
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The opportunity to learn, grow develop new
skills
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Respect flexibility as a whole person, not just
an employee
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Enjoyable, relationships as part of a social
workplace team
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A healthy working relationship with his/her
immediate Supervisor
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To know they are valued, appreciated,
acknowledged recognized
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Recognition. Its the ultimate Managers Tool.
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I can live for two months on one good
compliment. Mark Twain
Respect Reconnect Resolve Refocus Reestablish Retr
ain
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Q A
1-800-253-3479 www.terryberry.com
Greg Butterfield Partner, Terryberry Co.