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All you need to know about recognition and non-financial
reward
by Toronto Training and HR
November 2015
Page 2
CONTENTS3-4 Introduction5-6 Definitions7-8 The history of employee recognition9-10 Types of recognition11-12 Forms of recognition13-14 A framework for recognition15-16 The brain and recognition17-18 Social recognition19-20 Electronic recognition systems21-22 Presentations about recognition23-24 Strategies to obtain senior level buy-in for recognition programs25-26 Engaging employees through recognition27-28 Creating peer recognition programs29-31 Best practices around recognition32-33 Mistakes around recognition34-35 Trends in recognition36-37 We have hardly any budget…38-39 How to say thank you40-41 Genuine appreciation42-43 Motivational methods using non-financial rewards44-48 Non-financial reward and inauthenticity49-50 Conclusion, summary and questions
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Introduction
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Introduction to Toronto Training and HR
Toronto Training and HR is a specialist training and human resources consultancy headed by Timothy Holden 10 years in banking15 years in training and human resourcesFreelance practitioner since 2006The core services provided by Toronto Training and HR are:
Training event designTraining event deliveryHR support with an emphasis on reducing costs, saving time plus improving employee engagement and moraleServices for job seekers
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Definitions
Page 6
Definitions • Recognition• Non-financial
reward
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The history of employee recognition
The history of employee recognition
• Industrial age-recognition as a control mechanism
• The dot com era-recognition becomes passé
• Present day- the individual as a brand
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Types of recognition
Types of recognition
• Day-to-day• Informal• Formal
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Forms of recognition
Forms of recognition
• Natural• Social• Tangible
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A framework for recognition
A framework for recognition
• Performance• Tenure• Caring
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The brain and recognition
The brain and recognition
• Right brain• Left brain• Middle brain
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Social recognition
Social recognition
• Definition• Why focus on social
recognition?• How to foster itBenefits• Increased retention
and discretionary effort
• Help managers to be better managers
• Culture reinforcement
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Electronic recognition systems
Electronic recognition systems
• Definition• Advantages• Uses• What does it
deliver?• Implementing an
electronic recognition system
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Presentations about recognition
Presentations about recognition
• Outcomes• Strategies for
presentation success• The stars of the event• The schedule• The supporting cast• The story• The setting• The symbol• The statement
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Strategies to obtain senior level buy-in for recognition programs
Strategies to obtain senior level buy-in for recognition programs
• Build the business case
• Major reward objectives
• Reward considerations
• Implementation factors
• Action plan and roll out
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Engaging employees through recognition
Engaging employees through recognition
• WHAT to recognize• WHO to recognize• WHEN to recognize • HOW to recognize
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Creating peer recognition programs
Creating peer recognition programs
• Carefully define program goals
• Involve employees
• Evaluate the program’s effectiveness
• Occasionally change the focus of the program to keep it fresh
• Evaluate the role of rewardsPage 28
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Best practices for recognition
Best practices for recognition 1 of 2
• Recognize people based on specific results and behaviours
• Implement peer to peer recognition and eliminate the hierarchy
• Share recognition stories
• Make recognition fast and easy
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Best practices for recognition 2 of 2
• Tie recognition to organizational values and objectives
• Your communication plan
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Mistakes around recognition
Mistakes around recognition
• Not being believable
• Not being organized
• Not using a strategy
• Not having management buy-in
• Not following through
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Trends in recognition
Trends in recognition
• Results-focused
• Embedded• Software-
based• Measured
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We have hardly any budget…
We have hardly any budget…
• Words of thanks• Acknowledgement
s• Zero cost ideas• Low cost ideas• Time in lieu• Challenge
rewards
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How to say thank you
How to say thank you
• Say what you mean
• Announce achievements
• Explain why• Make it tangible
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Genuine appreciation
Genuine appreciation
• Consider how you express appreciation
• Make it personal• Always be genuine• Provide regular
feedback
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Motivational methods using non-financial
rewards
Motivational methods using non-financial rewards
• Effective communication
• Positive feedback• Extension/
enrichment of the job
• Management by objectives
• Quality circles• Clarity of the tasks• Brainstorming• Delegation
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Non-financial reward and inauthenticity
Non-financial reward and inauthenticity 1 of 4
Potential causes of perceived inauthenticity• Tone of voice does
not match what they say
• Non-verbal cues are incongruent with the message
• Demonstration of new and different behaviour than in the past
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Non-financial reward and inauthenticity 2 of 4
Potential causes of perceived inauthenticity (cont.)• Acting differently in
front of others in contrast to private behaviour
• Inconsistent verbal messages across time
• Lack of consistency between what they are saying and how they treat you
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Non-financial reward and inauthenticity 3 of 4
Potential causes of perceived inauthenticity (cont.)• Not addressing current
or past conflict-acting as if it never happened
• Timing• Questioning the
motivation of others• Issues stemming from
the recipient’s prior history
• High expectations for oneself
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Non-financial reward and inauthenticity 4 of 4
Potential solutions• Only communicate
appreciation when it is true
• Acknowledge the interfering causes
• State your desire to be viewed as genuine
• Be consistent over time• Don’t focus solely on
performance or on situations that benefit you directly
• Communicate appreciation consistently over time
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Conclusion, summary and questions
Page 50
Conclusion, summary and questions
ConclusionSummaryVideosQuestions
