Green Beans

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Green Beans Ice Cream The Recipe for behavior
based employee recognition

• Bill Sims Jr., President
• The Bill Sims Company Inc.
• www.billsims.com

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Ask any group of managers if they believe safety
incentive programs are a good idea

• Why should I PAY people to be safe? Its part
  of their job
• If we did a safety reward program, how would we
  prevent abuse and favoritism?
• Safety incentive programs do nothing more than
  cause under-reporting of injuries they produce
  no real behavior change!

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The Other Side of the Coin

• Our Safety recognition program the single
  biggest factor in reducing our work comp claims
  from 3 million to 1 million and we can
  guarantee nobody is hiding injuries!-Marie Jones
• We saved 1.3 million in just 9 months using
  your program to generate safety money saving
  ideasthanks Bill! Cathy Atkinson, West Valley
  Nuclear Systems

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Survey

• Do incentive programs cause injury hiding?
• -Always?
• -Sometimes?
• -Never?
• Have you personally observed injury hiding as a
  result of a Safety incentive program?

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Do All Incentive Programs Create Injury Hiding?

• Poorly designed safety incentive programs
  injury hiding
• Properly developed safety recognition programs
  lasting behavior change
• Dr. Bob Wincek The Bass Boat at Doraville

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Do Employee Rewards Really Work?

• 3-year study tracked 300 construction firms
• Half did NOT implement a safety reward
  recognition program
• Half who did had 50 lower injury rates than the
  other group
• Recognition is effective only with a complete
  safety program

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Why Recognition works
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Research

• The Hawthorne Study
• Dr.Frederick Herzberg
• Top 2 Satisfiers
• Achievement
• Recognition (its ok to celebrate milestones!)
• Top 2 Dissatisfiers
• Unfair Pay (cash award)
• Unfair Boss (favoritism)
• Whats your top satisfier story?

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Research

• Bob Nelson 68
• Gap between supervisors view of money vs.
  employees
• Motor Convoy Biff Wilson

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Does Negative recognition worklong term?

• The supervisor the construction workers
• Donna Prejean Bubba and the You Did It Right!

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Why employees leave

• 1 reason -- limited recognition and praise
• Ranked higher than compensation, limited
  authority, personality conflicts and all other
  responses!
• Source Robert Half International

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Most Popular Excuses NOT to Use Reward Programs
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Excuse 1 Why do I have to reward people? Isnt
a paycheck enough?

• Workmens Compensation stacks the decks against
  the employer
• Workers can make more money from workmens comp
  than working a job
• Stevedoring Firm 2 million in work comp
• Teach us HOW to Have Injury Hiding!
• Paradox dont reward employees, but do reward
  CEOs???
• If all it takes is a paycheck, why do we need
  managers then?

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Excuse 2 How would we prevent abuse and
favoritism?

• Middle managers will reward and recognize only
  the employees they like and exclude the others
  
• TRUST but VERIFY
• Dont turn your managers loose with a blank
  checkbook favoritism is a huge DIS-SATISFIER
  (Herzberg)
• Need on-the-spot recognition of good
  behaviors

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On-the-Spot Recognition MUST

• Be tracked to eliminate abuse and favoritism
  (dissatisfier)
• Prevent repeat awards to the same person
• Reward specific measurable behaviors not warm
  fuzzies

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You Did it Right! Card Rewards Behavior Change
Tracks who rewards whom, for what with no abuse
or favoritism
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Excuse 3 Safety Incentive Programs produce
under-reporting, not behavior change

• Poorly designed reward programs lead to the
  bloody pocket syndrome
• Well developed recognition programs change
  behavior without injury hiding

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Common Denominators of Injury Hiding Programs

• Team awards for large prizes that produce too
  much peer pressure
• Large Cash Cash Substitute Awards dont mess
  with my paycheck

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Is your recognition strategy stuck in the 60s?

• The first bike ride without training Wheels
• First Success
• Early trailing indicator programs weeded out
  fraudulent claims
• Is your reward strategy stuck in the training
  wheels/trailing indicator phase?

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Unsafe Behaviors Conditions

• Eliminate these and you eliminate injuries

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Switch to a Proactive Approach

• Smartcard program
• Reward upstream behaviors without injury hiding
• Reward employees for doing things right
• Raise the bar-aim for zero unsafe behaviors, and
  you will reach zero injuries

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New School vs. Old School

• Old School trailing indicators milestone
  rewards
• Old School injury hiding little return on
  investment
• New School reward upstream actions like safety
  suggestions other measurables
• New School Employees have to DO something

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Safety Incentives Are Dead

• Behavior Change
• is what you want

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Elements of Behavior Change

• Green Beans Ice Cream
• Train
• Recognize

Smartcard Tracks Retention
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Effective Training.

• Make it Custom not Canned
• 91 of all training is forgotten
• Measure Training Effectiveness by Supervisor
  Employee
• No spray pray

Smartcard
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Reaching the FAMILY is key.
The Learning Pyramid
Average retention of material presented in
different ways
(according to an investigation by National
Training Laboratories Bethel, Maine)
Lecture
5
Reading Text
10
Audio-visual representation
20
Demonstration
30
Discussion group
50
Learning by doing
75
Teaching others
(immediate conversion of
90
what you have learned)
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Speedbumps on the road to New School

• Expect to hear grumbling
• Middle managers We have too much to do
  Remember the Bob Nelson Gap?
• CAVE People employees We dont want to
  fool with this stuff

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Rewarding and Measuring Middle Managers

• Quality, production 1
• Safety can become the red headed step child
• Most behavior change programs fail to reward the
  supervisor

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Rewarding and Measuring Middle Managers

• Reward
• Hold Accountable for training and Recognition
• Track involvement
• The Sid Story-Get Buy-In

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4 Common Recognition Goofs

• The Tax Man Turkeys
• Poor Oprah Winfrey
• Kiplinger Unredeemed Gift Cards Amex Home
  Depot

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Why Cash Isnt King

• Is Cash all it takes?
• University of Waterloo
• IBM and the Six Figure Suggestion Award Winners

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Why cash isnt king

• Gulf Oil-Three Principal Findings
• Any incentives are likely to produce some
  results
• Doubling the value of merchandise awards does not
  automatically double incremental performance
• Cash does work...but it can take up to six times
  as much to do the job of non-cash incentives

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Logo Awards Survey

• Have you ever received a gift that you didnt
  want/need/use? Maybe a logod t-shirt for
  instance?
• Yes? Or No?
• Did you say Thank You?
• Yes or No?
• Is it possible that many times the giver assumes
  the recipient values the gift but they do not?

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Conclusions

• Cash is a dis-satisfier
• Recognition is a satisfier
• Showing employees you CARE they MATTER
• The Blue Ribbon Story

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The Blue Ribbon
A teacher gave each of her students three blue
ribbons and instructed them to go out and spread
this acknowledgment ceremony. Then they were to
follow up on the results, see who honored whom
and report back to the class in about a
week. The Jr. Executive. The Grouchy Boss
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The Blue Ribbon
That night the boss came home to his 14-year-old
son and sat him down. He said, "The most
incredible thing happened to me today. I was in
my office and one of the junior executives came
in and told me he admired me and gave me a blue
ribbon for being a creative genius. Imagine. He
thinks I'm a creative genius. He gave me an extra
ribbon and asked me to find somebody else to
honor. As I was driving home tonight, I started
thinking about whom I would honor with this
ribbon and I thought about you. I want to honor
you. "My days are really hectic and when I come
home I don't pay a lot of attention to you.
Sometimes I scream at you for not getting good
enough grades in school and for your bedroom
being a mess, but somehow tonight, I just wanted
to sit here and, well, just let you know that you
do make a difference to me. besides your mother,
you are the most important person in my life.
You're a great kid and I love you!" The startled
boy started to sob and sob, and he couldn't stop
crying. His whole body shook. He looked up at his
father and said through his tears, "I was
planning on committing suicide tomorrow, Dad,
because I didn't think you loved me. Now I don't
need to."
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Questions?
To learn more call us at 001-803-600-8325 email
us at bill.sims_at_8006901860.com or visit
www.billsims.com