1. How to motivate staff through a Recognition Strategy
Presented by
Anne Kennedy
Organisational Development Specialist

2. Why do you need a Recognition Strategy?

3. What makes people stay and go the extra mile?
Two aspects
What makes people stay and go the extra mile?
What makes people choose a company to work for?

4. Two aspects What makes you choose a company to work for?
What makes you stay and go the extra mile?
Location
Pay
An element of security
Flexible working
Like the job role
Reputation
People/manager seem nice
Growth/future opportunities
Appreciated
Good manager
Loyalty/colleagues/Friends
Clear direction
Sense of satisfaction/Making a difference
Involvement/ownership
Growth
Looked after re health and well being
Security
Enjoyment

5. Maslow Hierarchy of Needs
Going the extra mile choices
Motivation Choices
Recruitment choices

6. How engaged are your staff?
Fully Disengaged
Opportunity Group
Key Contributor
Fully Engaged
Bored and frustrated at work
Generally feel underutilized
Meet expectations
Constantly learning and taking calculated risks
Make sarcastic jokes about work
Spend significant time taking care of personal needs
Stick to what you know and take few risks
Feel stretched beyond your comfort zone
Speak poorly about the company and leaders
Do just enough to get by and not get into trouble
Respond well to leadership
Take personal satisfaction in the quality of your work
Look for ways to find blame
Pay is a big reasons why you stay
Rarely stretched by assignments
Work can be stressful but is also rewarding and fun
You quit, stay and corrupt
You’re putting in the time
Committed to your job
You love your job!
Employee Engagement Index

7. So what stops us appreciating our staff?

8. Four approaches to motivate staff
Achievement. Success measured against a target
Recognition/praise. Knowing that others are aware of and appreciate their achievements
Responsibility. Being able to set objectives and being given new means to achieve them, like training
Personal growth. Continually learning and upgrading skills

9. Ten Top Reward Strategy Tips
Involve people/Focus groups/Champions
Create your criteria around your values
Base your criteria on actions and behaviours that everyone can demonstrate,
Be clear about your criteria by giving examples and communicate these widely
Set aside a budget/Measure the impact
Keep it as simple and accessible
Try to reward people quickly/Catch them doing it right
Communicate and celebrate/Recognition Board/VM
Recognise and thank nominees
Prepare to sustain the awards over the long term/KPI.
KISS – Keep it simple and straightforward

10. Build in different Recognition Levels
Who has it impacted upon
Level of recognition
Customer
Site/Depot
Multiple Colleagues
Colleague
High External
Gold
Silver
High Internal
Bronze
Over and Above
Thank you
Thank You

11. Different Ideas Things that cost money
Holiday
Car
Meals out for couples
Tickets to events
Awards ceremony
Champagne
Budget for team day/nights out
Annual BBQ/Christmas party

12. Different Ideas Limited budgets
Promotion
Development opportunity/new challenge
More responsibility
Prime car parking space/with plaque
Time off/Leave 15 minutes early/add them up
0.5 day off
Crunchie Awards
Motivational thank you cards
Outings
Certificates or plaques/Cuddly toy
Special Award events
Letter of recognitions from higher management
Sharing direct customer compliments
Press releases about achievements
A day in the life of…
Public praise /Newsletters/Bragging boards/Social media
Thank you for a SPECIFIC piece of work

13. We need High Performing Teams
Get you people involved in designing the approach to recognition
Develop a culture of recognition
It will get you results!

14. How to motivate staff through a Recognition Strategy
Presented by
Anne Kennedy
Organisational Development Specialist