Google uses a variety of reward and recognition programs tailored to their employees' preferences to enhance motivation, satisfaction and productivity. Through surveys and research, Google determined that their employees valued spot bonuses, peer bonuses, and a "Kudos" system for peer recognition over cash. The Kudos system allows employees to send online thank you notes and accumulate points to redeem for financial or non-financial rewards. Google also found that non-cash rewards like wine or dinner were more meaningful to some employees than cash bonuses alone.

1. Using team – individual reward and recognition
strategies to drive organizational success
Ron cacciope (Curtin University of Technology, Perth, Australia)

2. Purpose of this study:
1- Discussing the value of team and individual reward
strategies and how they can be used to contribute to
organisational change and success.
2-Review of team effectiveness and models of rewarding
teams and individuals as important motivator to accomplish
organisational objectives.
3- presenting modern tools for rewarding employees.

3. Introduction:
 Rewards are one of the loudest and clearest ways leaders of an
organization can send a message about what they consider important.
 A great deal of the way people behave is influenced by the way they are
measured and rewarded.
 Rewards can either be given based on individual behavior and
performance or can be given to the whole team and equally divided
amongst the individuals based on team performance and this is called
“Team based Reward”.

4. Introduction:
 Organizations need to take a holistic approach to teams. The company's
business strategy and goals need to be supported by the team culture,
the team roles and key competencies, and reward systems.
 It is important, therefore, that the reward strategies are regularly
modified and aligned to meet business strategies and goals in keeping
with the culture and the competencies required.

5. 1.
Motorola and Trigon study

6. Alignment of team rewards to Business goals:
Motorola and trigon has
conducted a worldwide
research program
examining team rewards
trying to develop a team
based incentive program.

7. Six key points arises from this study into team reward practices:
1. Have clear strategic purpose of teams and rewards.
2. Communicate About the rewards and the team results.
3. Plan the type, criteria and use of rewards and recognition.
4. Have Financial measures and- stretch objectives.
5. Include training in interpersonal and teamwork skill.
6. Evaluate and review the reward system
Conclusion:

8. “
When people don't get enough recognition,
they ask themselves “what I’m doing this for ?
Nobody cares.

9. 2.
Google’s Reward
Program
Google mixes science with psychology to find out what
employees really want from reward programs.

10. The solution:
Employee recognition programs
to enhance employee motivation,
satisfaction, and employee
productivity and improve
organizational performance.
Problems facing Google
The Problem:
I. This industry faces many
problems such as attrition,
confidentiality and loyalty.
II. Also talented professionals
have highly bargaining power
due to their knowledge &
skills.

11. Pay – for – performance program
Google’s compensation
program is called ‘pay-for-
performance’ as it focuses
on providing reward for
strong performance as well
as training for overcoming
weaknesses for
underperformers.
It emphasize on employee
development through on-
the-job learning, training
through classes by higher
officials, frequent
departmental meetings and
lectures of famous
personnel.
The average Google
employee generates more
than $1 million in revenue
each year. This helps
Google leverage its
workforce productivity, which
in turn enhances employee
morale.

12.  Google has nearly 57,000 Employees worldwide.
 They believe that Googlers deserved programs tailored to their preferences,
Not just because a technique or strategy proved successful at other
companies didn’t automatically mean it would be effective at Google.
 For approximately the last 18 months, the compensation group at Google
was on a mission: to create a variety of reward and recognition programs
that met the specific needs of its workforce.
Google Inc.

13. Google spent the doing what it does best: gathering and analyzing information. It
administered surveys, held focus groups, conducted academic research, perused
U.S studies, and interviewed and observed employees.
The company figured out what turned employees on and off in terms of rewards and
recognition.
Finally they have supported four types of programs:
1- Spot bonus Program.
2- No name program.
3- Peer Bonus.
4- Kudos.
Rewarding Googlers

14. Rewarding Googlers
Spot-Bonus program: allows managers to award any employee who served on their
project teams with a larger monetary award of their choice or noncash recognition,
such as dinner for two.
No name program: was designed for executives to recognize teams for outstanding
performance with group awards, ranging from team celebrations to team trips.
Bringing the first two into closer reach for employees was the end result of a
laborious fact-finding mission.
Peer Bonus: whereby they can nominate their peers for $175 rewards—have been
modified based on the compensation group’s findings.

15. Kudos rewarding system
 Kudos: a peer-to- peer recognition program that lets employees send
online thank-you notes to co-workers without going through an approval
process that has accessibility through many devices.
 Employees keep accumulating the kudos and then convert it to financial or
non financial rewards from the “Rewards catalog”.
 Custom Rewards is a feature that lets the organization custom select what
items you’d like to put in a virtual catalog. From movie tickets to
dinner at a local restaurant to VIP parking.

16. Peer-To-Peer Recognition:
Kudos gives your team a formal place to
recognize and appreciate one another
daily. But we go above and beyond the
rest with our built-in functionality that ties
peer recognition back to company values
and reinforces the behaviors that mean
success for your organization.
Manager-To-Peer Recognition:
When an employee does something truly
special, they deserve Kudos that stands
out. Kudos facilitates a positive, top-down
recognition program via Awards and
Badges. You designate who in your
company has permission to send them,
and they’re also completely customizable
to your company’s brand and culture.
Kudos
Rewarding
System
Employee
Peer
or
Manager
Kudos rewarding system

17. When everyone has a way to say “thank you”, great things happen. It’s a
small act with big results. Kudos gives you tons of features and a dedicated
place to say it often and make it meaningful.
Kudos rewarding system

18. Wagner points to himself as an example. Since his
manager knows he is a wine collector, Wagner’s spot
bonuses have not been cash, but rather a bottle of
wine or dinner with a wine pairing, he says, which is
“more meaningful for me.”
Frank Wagner,
Google’s director of
compensation

19. Thanks!
Amr Sherif Arafa
Appreciate your feedback