All the details to consider when launching an enterprise-wide employee recognition solution can seem confusing and downright overwhelming for your clients. During this session Kim, Beth and Stan demystified the process and shared secrets to ensuring a successful "go live" and setting any organization up for sustained momentum in the crucial early days.

1. One, Two, Three – Go Live!
Secrets to a Successful Enterprise
Workforce Recognition Launch

2. Meet the Presenters
Kimberly Abel
Vice President, Employee Solutions
Maritz Motivation Solutions
• 20+ years of Enterprise Employee Recognition Program
Development
• Led development and delivery for 8+ Enterprise
Recognition and Reward Systems
• Serviced dozens of Fortune 100 clients
• Clients have Award Winning Programs
• Believes in:
– “Making the World a Better Place to Work”
– “Proving the Value”
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3. Meet the Presenters
Beth Schelske & Stan Striker
Vice Presidents, Client Services
Maritz Motivation Solutions
Beth Schelske and Stan Striker have more than 50
years of combined experience in operational
excellence leadership roles, have managed
hundreds of program launches and are passionate
about workforce recognition.
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4. Agenda
• How Did We Get Here?
• Characteristics of An Enterprise Workforce Recognition Launch
• Setting Up the Project for Success – The Project Team
• Keys to Selecting the Right Launch Partner
• Budgeting, Financial Management & HR Policies Best Practices
• Global Implementation Considerations
• Benefits of Using an Ambassador Network
• The Importance of a Sustainment Plan
• Summary
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5. How Did We Get Here?
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6. Characteristics of Enterprise Platforms
Decentralized Programs A Centralized Approach
Learning
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Peer-to-Peer
Safety
Manager
Training
Service
Awards
Retirement
Sales Incentive
Operational
Excellence
Health &
Wellness
Enterprise
Recognition
System
Sales
Incentive
Safety
Spot
Recognition
Service
Anniversary
Ideas &
Innovation
Peer-to-
Peer
Wellness

7. Recognition
E-Cards
Nomination
Best of the
Best
Surveys
Quizzes
Point Loads
Discretionary
Service
Anniversary
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Characteristics of Enterprise Platforms—A Digital Experience
Award Codes
Customer
Recognition
Wellness
Contest
Creator

8. Characteristics of Enterprise Platforms – Role Based
PERFORMER
• Program Content & Information
• Newsfeed & Friends
• Reward Zone™
• Personal Profiles
• Program Communications
MANAGER
• Connections Toolkit
• Manager Tools & Dashboards
• E-Learning Modules
ADMINISTRATOR
• Program Design Wizards
• Administration Tools
• Reporting & Dashboards
• Budget Management Tool
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9. Poll #1
Where are you in the launch process?
RESEARCHING EVALUATING PARTNERS
9
EARLY STAGE LATE STAGE/POST-LAUNCH MIGRATION/RE-LAUNCH

10. Characteristics of an Enterprise
Workforce Recognition Launch
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11. Implementation
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• Program Design
•Employee Data File
• Site Layout/Content
• Site Rules
• Custom eCards,
Certificates & More
• Rewards Mall Setup
• Based on Scope
• CAT
• Site Access
Inputs
Required
Timing/
Process
Recommended Support Services
• Transition Plan
• Communications Plan
• Recognition Training

12. Setting the Project Up for Success:
The Project Team
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13. Suggested Corporate Workforce Recognition Project Team
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Role Typical Team
Project Owner
Owns project. Central coordination and keeper of the project plan.
Project Owner (HR)
Recognition Program Owners
Provide guidance on program structure, rules, workflow
Program Owners
Launch & Site Communications
Direction on communication guidelines, messaging and available mediums
Marketing & Communications
Platform Rules & Policies
Core platform rules, employee issues
Human Resources
Financial Policies & Procedures
Budgeting, taxation, reporting for imputed income.
Finance
Communicators, Excitement Builders, Change Leaders
Ambassadors, Advisors,
Executive Sponsors

14. What is Your Role?
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HR – Corporate Recognition
• Create/Sustain Solution
• Develop/Manage Infrastructure
• Define Recognition Strategy
& Plans
• Select & Manage Recognition
Partner
HR Generalists
• Apply Solution Framework
• Align Recognition with Goals
• Build Awareness of Recognition
Tools
• Build Employment Brand
Business Units
• Set Goals
• Program Management
• Identify
Processes/Metrics/Behaviors
Customer Satisfaction
Managers
• Communicate Performance
Expectations to Teams
• Track Performance
• Use Tools to
Reinforce/Recognize/Reward

15. Partner Project Team
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Account
Executive
Responsible For
Business
Relationship
Solutions Design
Site
Configuration,
Program Design,
Communications
& Training
Onboarding
Engagement
Manager
Schedule,
Status Reports,
Implementation
Meetings
Implementation
Manager
Data File,
Site Content,
Functionality
SME
Account
Manager
Ongoing
Day-to-Day
Support
Post Launch
Subject Matter
Expertise
Analysts,
Consultants,
Thought Leaders

16. Customer
Support
• Single point of contact with client
• Overall responsibility for program delivery
• Coordinate availability of internal resources
• Account reviews
• Project management
• Manages implementation of
• Overall program coordination
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Client
Account
Executive
Engagement
Specialist
IT Team
Reward Sphere
Catalog
Dedicated CSR
2nd Tier
Support
engagement experience
through “Go Live”
Specialists
• Infrastructure
• Special services
• Billing/invoicing
• Shipping
• Survey design
• Concierge
• Learning
• Thought
leadership
• Solution
development
• Total recognition
strategy & plan
• Training
• Program design
• Design labs
• Motivation
insights
• Communications
• Analytics
• Catalog set-up
• Special orders
• Concierge services
The Maritz
Institute
Solution
Services
• Dedicated customer
service rep (CSR)
• Order status
• Login/password
• Tier two technical
support

17. Keys to Selecting the Right
Workforce Recognition Partner
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18. Looking at Suppliers as Partners
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Develop the Right
Solutions
Thought
Leadership
Confidence Implementation
Lifecycle
Communications
Campaign
Management &
Media Services
Educate
Managers/Leaders
Training Services
Scalable
Infrastructure
System that Works
& Great User
Experience
Inspiration
Vast Award
Selection
Employee
Satisfaction
Program
Pulse Checks &
Customer Service
Questions
Get Answered
Account
Managements
& Support
Data On Demand Robust Reporting
How Well
Programs Work
Insight/ROI Analysis

19. Typical Partner-Supplied Launch Tools
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Program Inventory Workbook:
Document all current and future
state programs
Change Matrix: Identifies
“existing” vs. “future” migration
plans, as well gaps to manage
change
Onboarding Checklist:
Comprehensive checklist of all
onboarding activities
System Templates: Related
system templates, such as data
files or program designs
Project Plan: A launch schedule
to assist planning and milestone
management
Status Notes/Issues Log:
Ongoing status notes/issues log
to document discussions/open
items

20. Poll #2
What is your primary criteria for selecting
a workforce recognition partner?
THOUGHT LEADERSHIP TECHNOLOGY PLATFORM
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LAUNCH/OPERATIONS EXPERTISE AWARD OFFERING PRICE

21. Budgeting, Financial Management
& HR Policies Best Practices
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22. Recognition Growth Index
Where are you?
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EARLY
Early Growth
» Identify Need
• Speedy, Tactical Design
• Uncoordinated, Ad-Hoc
Programs
• Unbudgeted
• Not Aligned to
Corporate Strategy or
Brand
Number of Programs:
Up to 5
INTERMEDIATE
Intermediate Growth
» Set Infrastructure
» Efficiency
• Investment in Automation
• Consolidated Reward
Spending
• Integrated
Communications
• Foundational Tracking,
Reporting and
Accountability
Number of Programs:
5-20
MATURE
Mature Growth
» Set Infrastructure
» Efficiency
• Workforce Recognition
Strategy and Goals in
Place
• Robust Program Portfolio
• Smart Program Design
• Training and Learning
Tools Available
• Leader Led with a Focus
on Inclusiveness
• Basic Success Metrics
Number of Programs:
20-40
MASTERY
Master Growth
» Achieve Constant ROI
• Creation of “Habit
Engines”
• Use of Game Mechanics
• Infusing Work with
Meaning
• Harnessing Performance
and Recognition Big Data
Number of Programs:
40+

23. In a Perfect World…
Your company has a
centralized recognition budget
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Definition: Centralized
Recognition Budget
A budget allocated at the
Corporate level and shared
across all the various groups
in the organization; allows a
dollar allocation to be
available to ALL employees
ONE person decides how to
use the budget

24. The Reality…
Finance
$100,000
IT
$200,000
Sales
$150,000
Company Assigns Budgets
These groups all want to run programs
specific to their department.
Not funded by the
Centralized Recognition Budget
Budget must come from each department
Centralized
Recognition
Budget
$1,000,000
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25. Each Department Pays into Centralized Liability Account
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Definition: Centralized
Liability Budget
A liability occurs when reward
points are issued to a
participant. This liability must
be paid at the point of
redemption using the
Centralized Liability Account.
All Groups Are on the Same Platform
with Programs Managed by MANY Groups…
Program
Points Awarded
in $
Who’s Budget?
Nomination $20,000
Centralized
Recognition
Budget
Sales $10,000 Sales Budget
Marketing $5,000 Marketing Budget
IT $15,000 IT Budget

26. A Decentralized Approach
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Finance
$100,000
IT
$200,000
• Multiple people responsible for budgeting
• Unequal distribution of rewards… some will
receive none and some will receive many
• Challenging to track to ensure “recognition equity”
Sales
$150,000
These groups all want to run programs
specific to their department.
Centralized
Recognition
Budget
$1,000,000

27. Employee Taxation Model
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Option 1: Point Issuance Option 2: Point Redemption
Employee awarded points
Company reports cash value of
points awarded as compensation
and taxable event occurs
Employee
Redeems points
If Employee
leaves, then
receive default gift
Partner invoices Company for
redeemed goods
Employee awarded points
Employee redeems points
Company reports cash value of
points redeemed as compensation
and taxable event occurs
Partner invoices Company for
redeemed goods

28. 28
*Grosses up = The Company decides on a fixed gross up percentage such as the supplemental tax rate or
28%, 35% or some other arbitrary figure that the company feels it can afford to offset the taxes associated
with the award.
**Disclaimer: Maritz is not providing you with tax advice. Please consult a tax professional for advice.

29. Taxation Next Steps
Define your organization’s
approach to employee rewards
Work with your internal
groups such as legal, payroll or
compensation to understand
how your organization
interprets IRS tax codes on
Employee Fringe Benefits
Determine the rewards you
want to give and how the
interpretation applies to the
rewards
Establish work flow processes
to support your organization’s
approach
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30. Global Implementation Considerations
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31. 31

32. Benefits of an Ambassador Network
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33. The purpose of an Ambassador Network
is to provide a working structure
for local ownership of workforce recognition.
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34. Building Your Network
Characteristics
•Representative of different
divisions or work groups
•Cultural role models
•Champion of workforce
recognition
•Have time/bandwidth to
support the effort
•“Doers”
•Oriented to continuously
improve or evolve a
solution
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Typical Structures
•Connect to designated HR
leader
•Connect to
appointed/elected leader
•Connect to designated
workforce recognition
champion

35. Roles & Responsibilities
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• Support program design/toolkit
process
• Become a resource or trainer for
workforce recognition concepts
• Become a “go to” resource or trainer
for program rules, policies or
processes
• Serve as a local program administrator
• System administration
• Reporting
• Analysis
• Become a resource or trainer for tool
elements (i.e. system functionality,
demos, etc.)
• Determine program metrics/reporting
for local leadership/groups
• Facilitate local communications,
events, celebrations and promotions
• Ensure any program
timelines/deadlines are
communicated and/or met
• Provide recommendations for
appropriate program enhancements
or changes
• Administer local surveys for program
effectiveness

36. Poll #3
What type of ambassador network
do you have in place?
FORMAL INFORMAL NONE
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37. Importance of a Sustainment Plan
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38. 38
“Success doesn't necessarily come from breakthrough
innovation but from flawless execution.
A great strategy alone won't win a game or a battle;
the win comes from basic blocking and tackling.”
~ Naveen Jain

39. 3 Elements for Sustainment
Program Pulse Checks – Feedback
Communications & Training
Reporting
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40. 40
Summary
•How Did We Get Here?
•Characteristics of an Workforce Recognition Launch
•Setting Up the Project for Success: The Project Team
•Keys to Selecting the Right Launch Partner

41. 41
Summary
•Budgeting, Financial Management & HR Policies Best Practices
•Global Implementation Considerations
•Benefits of an Ambassador Network
•The Importance of a Sustainment Plan

42. Poll #4
Please rate today’s content
EXTREMELY USEFUL VERY USEFUL FAIRLY USEFUL NOT VERY USEFUL
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43. For a complimentary Technology Checklist for Workforce Recognition
please email: recognition@maritz.com
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Thank you for
participating!