1. BUILDING CULTURE & ENGAGEMENT
THROUGH RECOGNITION
RECOGNITION

2. THAD PETERSON
Director, Product & Content Marketing
@thadpeterson
LYNETTE SILVA
Recognition Consultant & Analyst
lynette.silva@globoforce.com

3. Globoforce is the leader in social
recognition.
Our clients get results—dramatic
improvements in employee
engagement, employee retention
and measurable adoption of
corporate culture.
100+
COUNTRIES
1.5M
ACTIVE
EMPLOYEE
USERS
25M+
REWARD
OPTIONS
1-3
MONTHS TO
FULL
ADOPTION
15+%
INCREASES IN
EMPLOYEE
ENGAGEMENT
100%
PURE
SOFTWARE AS
A SERVICE
About GloboforceABOUT GLOBOFORCE

4. “The deepest principle in
human nature is the craving to
be appreciated.”
- William James
4

5. POLL: Which of the following would you
expect to improve through recognition?
(Check all that apply)
5
 Engagement
 Retention
 Understanding of company values
 Employee satisfaction scores
 Emotional commitment to the organization
 Financial results of the company

6. RECOGNITION DRIVES RESULTS
INDUSTRY ANALYSTS AGREE:
14%
better customer service at
companies with effective
recognition
60%
increase in engagement
from recognizing employee
performance
63%
higher success rate on
productivity from engaged
companies
31%
lower turnover at companies
with effective recognition
17x
more engagement from
employees who clearly
understand company values
15%
boost in engagement
correlates with a 2% increase in
operating margin

7. BEST PRACTICES
FOR RECOGNITION
PROGRAMS

8. BEST PRACTICES FOR RECOGNITION
1. Create one universal program.
2. Level the recognition field.
3. Offer a broad winner’s circle.
4. Give timely, specific recognition.
5. Link to company core values.
6. Gain support of senior level execs.
7. Invest 1% or more of payroll.
8. Put it in the palms of their hands.
9. Provide proportionate, local awards.
10. Brand your culture
11. Leave cash off the table
12. Communicate and train
13. Make it social & peer-to-peer
14. Monitor and measure
15. Leverage crowdsourced data

9.  Make globally accessible and equitable
 Ensure it is easy, intuitive and fast to use
 Streamline and centralize administration
CREATE ONE
UNIVERSAL
PROGRAM.

10.  Empower all employees to recognize
 Inspire multi-directional recognition
 Remove departmental silos
LEVEL THE
RECOGNITION
FIELD.

11.  Replace exclusive awards with inclusive ones
 Touch 80%+ employees with recognition
 Use frequent, lower value awards
OFFER
A BROAD
WINNERS’
CIRCLE.

12.  Provide consistent, ongoing feedback
 Recognize 5-8% of employees per week
 Do not limit feedback to once a quarter or once a year
GIVE TIMELY,
SPECIFIC
RECOGNITION.

13. POLL: In your opinion, do your
employees understand and buy into your
company’s core values?
YES NO✓ ✗

14. POLL: Is your recognition program tied
to your company’s core values?
14
YES NO✓ ✗

15.  Make organizational values practicable
 Connect awards to core values and goals
 Use data to measure performance of values
LINK TO
COMPANY
CORE VALUES
& OBJECTIVES.

16.  Cultivate senior executive
level champions
 Have executives kick off the
launch
 Encourage executives to
recognize oftenGAIN SUPPORT
OF SENIOR
LEVEL EXECUTIVE
CHAMPIONS.

17.  Dedicate at least 1% of payroll to recognition
 Find money for recognition in ineffective legacy
programs
INVEST 1% OR
MORE OF
PAYROLL.

18. 18

19.  Offer a full array of mobile apps
 Make sure employees can nominate,
approve, congratulate and redeem from
the road
 Capture all activity from mobile
recognitionPUT
RECOGNITION IN
THE PALMS OF
THEIR HANDS.

20.  Include local redemption for employees everywhere
 Keep award value equal for all employees
 Offer infinite choice to ensure relevance to all cultures
PROVIDE
PROPORTIONATE
LOCAL AWARDS
FOR ALL
REGIONS.

21.  Tie your recognition brand to your company brand
 Create something people can connect with
 Connect with your brand promise and values
BRAND
YOUR
CULTURE.

22.  Offer six tiers of reward levels
 Avoid awards with low or no value
 If you must use cash, limit to $1500 awards and above
LEAVE CASH
OFF THE TABLE.

23.  Build a solid training and communications plan
 Include the program in recruitment and onboarding
 Send periodic reminders to managers and employees to
remind them to notice and recognize great behavior
COMMUNICATE
AND TRAIN
YOUR PEOPLE.
Email reminder for mgr

24.  Allow everyone to recognize everyone
 Put recognition on a public feed so people can see what
behavior gets rewarded and praised
 Extend the recognition moments with public
congratulations from peers
MAKE IT
SOCIAL.
MAKE IT
PEER-TO-PEER.

25.  Gather the same data from all areas of the business
 Eliminate “rogue” recognition programs
 Merge programs such as service, wellness and R&R
MONITOR
AND
MEASURE.

26.  Facilitate talent management
 Discover cultural energizers and plan succession
 Include crowdsourced data in annual performance
reviews
LEVERAGE
YOUR
CROWD
SOURCED
DATA.

27. WEBINAR:
THE CROWDSOURCED
PERFORMANCE REVIEW
27
JUNE 25TH | 1PM

28. BEST PRACTICES FOR RECOGNITION
1. Create one universal program.
2. Level the recognition field.
3. Offer a broad winner’s circle.
4. Give timely, specific recognition.
5. Link to company core values.
6. Gain support of senior level execs.
7. Invest 1% or more of payroll.
8. Put it in the palms of their hands.
9. Provide proportionate, local awards.
10. Brand your culture
11. Leave cash off the table
12. Communicate and train
13. Make it social & peer-to-peer
14. Monitor and measure
15. Leverage crowdsourced data

29. 93%
say recognition helps
motivate them to sustain
higher performance
88%
Increase in employee
satisfaction with
recognition
14PT
increase in employee
engagement
29
GLOBOFORCE RESULTS
13%
increase in
employee retention

30. QUESTIONS?
Globoforce Blog:
www.globoforce.com/gfblog
Recognize This! Blog:
www.recognizethisblog.com
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