Michelle Pokorny gave a presentation on employee engagement and recognition. She discussed how recognition drives engagement and performance, citing various studies. She explained how meaningful reward and recognition can boost employee endorsement, motivation, and retention. Pokorny also covered insights into human motivation from neuroscience research, highlighting how recognition satisfies multiple human drives and releases the "trust hormone" oxytocin. Finally, she offered tips for designing impactful recognition programs, measuring their success, and calculating their return on investment through improved productivity and retention.

1. Michelle Pokorny
Solution VP – Employee Engagement
and Recognition
Maritz Motivation Solutions
HCI webcast, March 12, 2013
Via ohiiosci.org, Google images
Science + Math = Recognition
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2. Channel Effectiveness
Maritz … a People Company
Effectiveness
Sales Force
Customer Experience
Management
Employee Recognition & Engagement
We help businesses drive performance by developing more
meaningful relationships with their people
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3. Today’s Journey
• Impact of Recognition
• Why? Insights into Human Motivation
– 4-Drive Recognition
• What’s Love Got to Do With It?
– Understanding Influence
– The Value of Experiences
• Designing Awesome Recognition
• Do the Math
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4. Why the Focus on Reward and
Recognition?
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5. LOW LEVELS
of Engagement
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6. 1- 2012 Maritz Engagement Poll as well as numerous other sources
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7. RECOGNITION drives
ENGAGEMENT and
PERFORMANCE
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8. 1 2012 Maritz Engagement Poll
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9. Impact of Meaningful Reward and Recognition
Of those who do feel Of those who do not
meaningfully feel meaningfully
rewarded & rewarded &
recognized recognized
82% would strongly endorse my 27%
company to friends and
family as a great place to work
82% feel their workplace is a 30%
great place to work.
86% would stay with their 44%
current company if given the
chance to do the same work at
the same pay for a different
company.
86% feel motivated to go 40%
beyond my formal job
responsibilities to get the
Employee Insight Study of Over 1000 U.S. Employees
job done.
Employee Insight Study of Over 1000 U.S. Employees Conducted by Maritz (October 2011)
Conducted by Maritz (October 2011)
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10. 1 2012 SHRM
2 2011 BlessingWhite Employee Engagement Report
3 2011 Aberdeen Group, “The Engagement/Performance Equation”
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11. Why this Impact?
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12. Insights into Human Motivation
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13. A bridge between the latest
human science research and the new normal
of today‟s business environment.
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14. People Principles
People are
rational and
emotional.
People are
individual and
social.
People are driven by
multiple
motivators.
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15. People Are Driven By Multiple Motivators
acquire bond
Drive to acquire Drive to engage,
stuff, status, cooperate, “fit in”
rewards, resources to the community
choice
Drive to defend
„what‟s ours‟: Drive to “create”
status, stuff, ideas, better self, team,
relationships… organization, world
defend create
Based on the work of Paul Lawrence and Nitin Nohria at Harvard Business School
©2012 The Maritz Institute. All rights reserved.
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16. Employees are People First
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17. Recognition is a
vehicle for human
potential.
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18. Four-Drive Impact of Reward & Recognition
acquire bond
• Acquire status for • Connect, bond with
expertise, others
contributions • Shape cultural
• Rewards create a norms, „drops‟
memorable, • Teams, Community
associative Celebrations
experience
choice
• Fair and equitable • Mirror, see impact
program • Strategy, goals and
parameters values-alignment
• Defend program, • Learning and
company, culture, growth
relationships,
status • Experiences
defend create
Based on the work of Paul Lawrence andNitin Nohria at Harvard Business School
©2012 The Maritz Institute. All rights reserved.
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19. What’s Love Got to Do With It?
Oxytocin
Brain Chemical
The Trust Hormone
The Love Molecule
“… simple peptide (that) allows
people to have empathy for and
sustain trust in those around
them.”
– “The Neurobiology of
Trust”, Dr. Paul Zak - 2008
Scientific American Inc.
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20. Proprietary and Confidential © 2013 Maritz
Maritz Engagement Poll - 2012 Proprietary and Confidential © 2013 Maritz 19

21. “Trust is the platform on which
employees interact with each other
and with clients...”
- Dr. Paul Zak, Neuroeconomics and the Firm
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22. “When trust is low, people focus
their energy on their own
protection and survival…”
“High trust companies have high
productivity and greater stock market
returns than low trust companies…”
“Without trust,
organizational goals will
literally fall on deaf ears.”
Neuroeconomics and the Firm
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23. PAD-TEAA
Praise Transparency
Anticipation Empathy Autonomy
Delegation Authenticity
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24. Science of Influence
Principles of Ethical Influence
• Reciprocation
• Scarcity
• Authority
• Consistency and Commitment
• Liking (Friendship, Social Proof)
• Consensus
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25. Influence Through Recognition
Recognition facilitates…
• Liking and Social Proof – which
drives behavior
• Consensus – through developing
cultural norms
• Authority and Liking - which
supports alignment and purpose
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26. The Value of Positive Experiences
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29. Fredrickson, 2003 “The Value of Positive Emotions”
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31. “I try to come into work everyday and be the
person they described me to be…”
trulyhumanleadership.com
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32. and
ALIGN
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33. How to Ensure Successful Recognition
Maritz’ Ten Tenets of Enterprise Recognition
• Commit from the Top
• Empower Managers
* Tosti & Jackson 1994
• Ensure Meaningful Recognition
• Measure Success
• Consolidate Efforts
• Decentralize Ownership
• Recognize Real-Time Contributions
• Apply Consistently and Equitably
• Continuously Improve
• Align With Strategy, Culture
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34. Design Impactful Programs and Experiences
• Programs communicate and
recognize aligned behaviors
• Recognize leadership and trust-
building behaviors
• Empower employees to give both
recognition and reward
• Incorporate social strategies,
celebrations, experiences
• Skills: BET Recognition ModelSM
• Behaviors – Recognize
behaviors, process, effort
• Effect – Express the impact
• Thanks – Express sincere,
authentic appreciation
• Build recognition muscle
• Understand preferences
• Measure satisfaction Proprietary and Confidential ©© 2013 Maritz
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35. Measuring Impact
Baseline, Benchmark, Program Engagement Business Impact
Modeling
• # employees • Enrollment • Program satisfaction
• Average salary • Participation/ and attitudes
• Business groups and recognitions • Cultural behavior
employee segments • Reward earnings and change
• Culture, criteria and redemptions • Employee
behaviors • Goal attainment engagement,
• Identify target impact • Web activity retention, productivity
metrics (engagement, • Training/Learning • Return on Objective
retention, productivity, • Call center activity • Return on Investment
cSat) • Etc. • Etc.
• Participant attitudes
and values
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36. Simple Retention Impact Formula
1) Estimate Cost of Attrition:
Number of employees: 5,000
Annual attrition rate: 5%
Average salary: $50,000 Investing $3.75M in
*Annual attrition cost: $31.25M recognition can
*Cost to replace employee 2.5 x salary produce attrition
savings of $6.25M,
2) Estimate Investment: resulting in a net
R&R budget based benefit of $2.5M.
on x% of total salaries: 1.5%
Investment calculation:$3.75M
3) Estimate Retention Benefit:
Retention improvement: 20%
Calculated benefit: $6.25M
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37. Productivity Benefits
1 2 3
What if you are able to improve your employees' So how much should you spend on
What is your current situation?
productivity? employee recognition?
How many employees do you have? 15,000 A value can be assigned to employee productivity based on your Set aside 0.5%-3% of annual salaries
1.5%
employees' overall level of engagement and average salaries.^ for your employee recognition
What is their average annual salary? $50,000
Fully Engaged 120% Your employee reward and
$11,250,000
Normal Engaged 100% recognition budget should be…
Somewhat Disengaged 80%
Disengaged 60% By investing $11,250,000 in employee recognition, and
generating an additional $37,500,000, your net
productivity gains could be $26,250,000.
What percent of your employees could Which could be
What percent of your employees are…*
be… worth…
4
Fully Engaged 10% Fully Engaged 15% $45,000,000
What is your return on investment?
Normal Engaged 35% Normal Engaged 45% $75,000,000 $40,000,000Your cost savings Your investment ROI
Your
$35,000,000 $37,500,000
$37,500,000 $11,250,000 $26,250,000 #
Somewhat Disengaged 35% Somewhat Disengaged 25% ($60,000,000) $30,000,000
$11,250,000 #
Disengaged 20% Disengaged 15% ($22,500,000) $25,000,000
$26,250,000
$20,000,000
Total 100% Total 100% $15,000,000
By better engaging your employees, $10,000,000
$37,500,000
you could generate an additional… $5,000,000
* According to a 2011 BlessingWhite Employee Engagement Report and a Q3-2011
Employee Engagement Index, less than 1 in 3 employees worldwide are "engaged" and $0
nearly 1 in 5 are "disengaged". ^ http://www.thesocialworkplace.com, 2012
Your cost savings Your investment Your ROI
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39. Recent Article
“Engagement is forged
with different tools:
trust, loyalty, open
communication, clearly-
articulated goals and
expectations, shared
values and well-
understood reward
systems.”
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40. Recognition is more than a nice thing to do, it is an
act of leadership, a growth-producing, social
interaction that creates both better business and
better lives.
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41. Thoughts?
Questions?
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42. @michpoko
www.maritzmotivation.com/blog
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